Supercharge Your Human Resources

A talent pool is a list of highly qualified candidates for your job openings. Let’s say your recruitment team has job openings that could potentially lead to millions of candidates. During the recruitment process, they will select the top applicants and place them in the talent pool to move forward in consideration. This way, recruiters don’t have to sort through millions of people. They just sort through the candidates who raised their hands and recruiters believe stand out.

A talent pool program is a system used to separate the top candidates in your talent pool from the rest of your applicants. In a talent pool program, a recruitment team identifies the most qualified candidates in the pool and advances them in the talent acquisition process.

Recruitment teams use many different methods to attract top talent such as messaging them directly, using third-party HR software, and tools LinkedIn provides. A great strategy for attracting top-qualified candidates is employee advocacy. When employees in your organization – both in and out of HR – share your job openings on social media, it increases the visibility of both your brand and your job openings. It also presents your company as a great place to work because you have a trusted source – your employees – sharing the job openings.

Having a talent pool is a good way to keep a record of who the top qualified candidates are for your job openings. It helps the recruitment team stay organized, and it helps them separate awesome talent from the rest, even in the largest pools of talent.

To build a talent pool, you want to get the word out about your job, see who raises their hand, and see if they qualify. Getting your brand and your job openings in front of qualified candidates will make life easier for your recruitment team. They can keep tabs on who the best candidates are to include in their talent pool.

To attract top-qualified candidates out of the millions of candidates that are out there, you need to have a great first step in your recruitment process. Make your brand a place people want to work. Be more personable, trustworthy, and authentic. Through an employee advocacy program, you can share your job openings with your employees on social media. They can say what they like about working at your company, and your organization will be presented as a desirable place to work. If you aren’t having employees promote your job openings, then you have an untapped talent pool waiting for you. 

A talent pipeline is a source of candidates who could be interested in your job openings, but a talent pool is made up of vetted applicants and is a step further in the recruitment process. Your recruitment team knows the people in a talent pool could potentially fill a job opening, while people in a talent pipeline still need to be vetted.

To attract highly qualified candidates to your job openings, you need to build up your brand as a desirable place to work. Using your employees to promote your brand and your job openings through an employee advocacy program can lead to more high-quality talent pools. You can draw in some awesome talent by making your brand more personable, authentic, and trustworthy through your employees promoting your job openings and your brand.