If you’re finding that your current recruitment strategy isn’t providing you with the calibre of candidates that you need, then you could seriously benefit from creating a talent community. This social method of recruiting enables you to source talent by communicating with potential candidates and establishing relationships with people who will help you to progress your business. As long as you put in the time and effort to build and maintain your talent community, it can do wonders for your business. So what exactly is a talent community, how can you establish one and why should you?
What is a talent community?
It is essentially a network where alumni, current employees, recruiters and jobseekers interested in your company can communicate. They can use whichever platform you decide on (your careers page or social media) to come together and discuss ideas, as well as exchange details. Employers can use it to pool talent together as you can both seek and contact candidates who are suited to your vacancies, as well as update employees about current opportunities.
How can you create one?
- Decide on a platform – This can be your careers page where alumni, current employees, jobseekers and your recruiters can all interact and display talent. Alternatively, you could use a private Facebook group where updates can be posted about the latest vacancies and their requirements. Whichever option you choose, someone will need to be given the responsibility of running it on a continual basis.
- Invite people – Reach out to current employees, alumni and hiring managers in order to build your online network. Give an explanation of how you want the platform to work and encourage them to invite friends, former colleagues and any other professional contacts they feel would be relevant to the group. Furthermore, encourage them to set up discussions and post updates so you can establish as much interaction in your talent community as possible.
- Get specific – Once you’ve established your main talent community, create ones focused on specific audiences. For instance, have a separate group for alumni, one for jobseekers and one for current employees. This way their updates and discussions will be more relevant to their needs. In addition, you’ll be able to target the right people when you have something to communicate.
- Interact – It’s all very well setting up your talent community, but you must actually use it! Provide your networks with information on company news, career enhancement tips, etc. This can be in various forms of online content such as blog posts and videos. Social media can be a particularly useful tool to encourage members of your talent community to interact.
Why should you create one?
Spot the diamond in the rough.
The internet has led to a significant change in the hiring process, with employers now being inundated with thousands of applications, many of which are often unsuitable for their vacancies. With such a high level of response to job adverts, even the best of candidates can be lost in the crowd. By establishing a talent community you can spot the candidates who are best suited to your vacancies via their interactions with you and your employees. You can use your community to ensure candidates are aware of key aspects of your company: brand, values and mission.
More than just a CV.
Once a candidate has decided you are the company for them, they will more often than not head straight to your career page. If the only option here is to simply apply straight away for any vacancies, you risk the flood of unsuitable applications. However, if they’re invited to join your talent community, you offer them the chance to be more than just a CV. They can use the networking tool to connect with current employees and company alumni, to discover more about the company and the job itself before they apply. Rather than having to rely on what they put on paper, they can use their networking skills to stand out from other applicants through the connections and impressions they make.
You can monitor the interactions of your talent community to assess candidates on their approach, views and skills. When someone sparks your interest you can then contact them directly to discover more about their career goals, experiences and any other information that will aid you in the hiring process. Gathering this information will help you to select the best candidates to interview as you’ll be able to match the skills you know your members possess with the roles you have to offer.