How to Build a Talent Pool

Talent pools can mean different

things to different people, so before

you get things rolling, decide on

what you want it to be to you.

Some see this pool as a snazzy

mailing list, others go a little more

pro and commit to creating a

buzzing community. Know what

you want from your pool or you’ll

confuse your team, your talent and

your target group.

Benefits to the Boss &

Employees

What are the golden benefits

of building a Talent Pool? The quick

answer is loads and loads. This

Talent Pool is a thing of wonder for

both employers and talent,

just consider:

Boss Benefits

? A plan at your fingertips -

A Talent Pool is the makings of a

business contingency plan - it’s

an ever relevant snapshot of the

talent you have right now and

their suitability for your next

open role. It also provides an

updated understanding of the

resources and methods you have

to hand. Not bad, eh?

? You can fill positions faster -

A Talent Pool is there for that

exact reason. When one bows

out, you have a replacement

already waiting in the

wings.

? You save time and money -

This quick switch reduces the

cost and length of the

recruitment process. Also, you

can save cash on unnecessary

job ads and boards.

Talent Benefits

? It makes talent development

a key feature - Retention is the

be all and end all of successful

recruitment. One of the

reasons why talent leave is their

development needs aren’t being

met. By its design, a Talent Pool

demands you stay clued up on

skill sets and plug any gaps.

Good news for ambitious

employees.

? It encourages promotion from

within - A Talent Pool considers

the suitability of both internal

and external possibilities. More

often than not, a current

employee is the better fit for an

upcoming position and your

Talent Pool is key in making that

decision. Career progression

in-house is always a welcome

sign.

? It elevates the candidate

experience - A great Talent Pool

can be a candidate experience

winner. If you can deliver a

high level of contact, quality

communication and consistent

feedback to your pool-ees then

you’re ticking all the candidate

experience boxes. Not to mention

providing them with some

valuable search tips and

guidance. Win-win.