Employers - Here's How to Build a Better Talent Pool
Anyone in HR should run a strong social network full of potential employees. But ask yourself: do you know how engaged and enthused the people in your network are about your business? And are you sure they even understand your business?
If you don't know the answer to these two questions, then keep reading!
Added on 11.08.2014
Are you only 'broadcasting'?
Typically a network provides a means of two way communication, but many networks we see are merely 'broadcasting' networks. The potential employees post information about themselves and their skill set; the employers post information about the company and the available jobs.
There's nothing wrong with this per se, but the real benefit to social media (as we've written many times before) is that it is the interaction that is important. So the first step is to recognise that a typical network is the foundation to build on rather than the end product.
Shrewd recruiters know that you attract great people by 'selling them' on the business, and the best sales pitch comes from a position of understanding: understand the need, and present your pitch as the solution to a problem. This means that you need to try to get to know the members of your network better - but how can you do this in a time-efficient manner?
Size matters not!
The first step is to recognise that a talent pool with hundreds or thousands of candidates is most likely too big. The typical rate of engagement on a Facebook page or LinkedIn group is very low. Instead, think of a group (or groups) with tens of members, all invited to participate because they have the particular skills and experience the company is looking to acquire.
Share the right information
Put information out that shows what it's really like to work for your company. Make sure that management and workforce are involved, with all levels of employees talking honestly about their day to day tasks, responsibilities, achievements and aspirations.
Free up your time
Get employees to produce the material you distribute. Instead of being a creator of content, become a curator and moderator of content. Then you can spend the time saved on effective distribution of that content, seeking feedback, and facilitating interaction between the members.
Open up communication and monitor the conversation
Encourage feedback. Ask for ideas from your potential employees. Pass these back to your current employees and management and get their response. Watch those potential employees who respond positively and who are active of their own volition; there's a very good chance that they share values with your current team members.
Try to get relationships going between the current employees and prospective employees. If you do this properly, then your candidates will feel like they already know something about the people they'll be working with. If they are then hired they will settle in quicker and build relationships with existing staff faster.
If you can do all of this, then you will have a truly engaged and enthused talent community. Not only will recruitment become easier, but the ripple effect will mean that those in your community are effectively 'brand ambassadors' whenever they get together with friends or colleagues to talk shop!