Maintaining a Talent Pool: Top Tips

During a conversation we had last week with a Talent Acquisition Manager at a top IT Consulting firm, they shared that maintaining a pool of qualified candidates was a never-ending challenge. The key was to keep their existing candidates engaged, which required constant effort and attention.
 
They would also need to add new talent into their systems and ensure that those already in the pool remained engaged or at the very least were contacted on a semi-regular basis with content, not just about a job opportunity within their own company.
 
With this in mind, we explore who is responsible for maintaining a talent pool, how frequently it should be updated, what technology should be utilised, and top some tips for managing it.

 
Who is responsible for maintaining it?
 

Anyone could be responsible, but someone needs to own it, typically within the talent organisation. The Talent team is often responsible for identifying and attracting top talent, building relationships with potential candidates, and managing the recruitment process. 

  
How frequently should it be updated?

 
It's essential to keep your talent pool up-to-date however we know that this is not easy. You don't want to miss out on a qualified candidate because their information is out of date.  Can you use any automation tools that link up to your ATS or in-house system to push back updated information on candidates?
 
Depending on the size of your data it may even be useful to do a data review every quarter for when someone was last contacted or had something sent to them and work out a campaign to reengage them. 

 
What technology should be utilised?

 
You can use a variety of tools, such as an applicant tracking system (ATS), to organise and manage candidate information. Your first point of call will generally be your ATS so it can help you track CVs, job applications, and other candidate information and notes in one central location.
 
However, you may have bolt-on integrations to LinkedIn, social plug-ins and email marketing systems with some automation however the challenge is ensuring you have a real human who is able to respond.
 

Top tips for keeping it alive and relevant

•    Engage with potential candidates regularly: Keep in touch with potential candidates by sending them regular updates on your organisation, job openings, and industry news. This can help build a relationship and keep them engaged with your organisation.

•    Personalise your communication: Avoid sending generic messages to potential candidates. Instead, tailor your communication individually to them and their specific interests.

•    Prioritise diversity and inclusion: Make sure your talent pool includes a diverse range of candidates. This can help ensure that your organisation is representative of the communities you serve.

•    Measure your success: Regularly measure the success of your talent pool by tracking the number of candidates who are hired, the time to fill open positions, and the diversity of your hires.

Maintaining a talent pool is essential for any organisation that wants to attract and retain top talent. By following these tips and best practices, you can build a strong talent pool that can help you quickly fill open positions with candidates who might be right for your organisation.