How can HR Managers Build and Maintain a Talent Pool?

How can HR Managers build and maintain a talent pool today?

Before discussing about the strategies to maintain a talent pool, let us have a fair idea about what talent pool is all about. In layman’s language, it’s the entire group of candidates who might be willing to work for your organization. Talent acquisition has become a top-priority function of HR today. Taking adequate pro-active steps to maintain the talent pool ensures that there is no delay in filling up the vacancies that might eventually appear in the company.

There are a few strategies to build and maintain a talent pool. They are described as under:

1.?????During the recruitment process, if the recruiters come across candidates who do not fit any job profiles or are not fit for the vacancies at present, the HR team must add them to the talent pool database. This is a pro active process that can indeed reduce the time for future recruitment processes for other positions.

2.?????Enhancing the candidate experience. In one of the previous posts, we had talked about the importance of providing a smooth and a flawless recruitment procedure for the applicants. This not only saves time for both the parties but also leaves an impression of professionalism in the minds of the applicants. Enhances candidate experience can provide promising references for future recruitment processes.

3.?????It is important that the HR team try engaging with the students who are still pursuing their education. It is usually this time that they look over and analyze the various career options at hand and weigh their personal inclinations alongside them. During this time, if the HR recruitment marketing team can create awareness about their career options through ATL campaigns, we can expect a ready pool of candidates for the company in the near future.

4.?????Recruitment for managerial positions and C suite professionals in an organization calls for lengthy deliberations and responsible decision making. In this regard, internal talent pool should be given the first priority. They are aware of the culture and code of conduct inside the organization and will be the best fit for senior roles.

5.?????Engaging with former employees is another tactic that can be used. While conducting the exit interviews, it is important that the team focuses on the reasons for leaving the company/organization. With changed circumstances, there is always an increased chance of getting the former employees or their references on board.

These are a few techniques the management can actually maintain a talent pool for manpower requirements.

#hiring?#technology?#digital?#marketing?#experience?#management?#socialmedia?#linkedin?#startups?#recruitment?#consultancy?#humanresources?#business?#branding?#career?#careers??#corporate?#hr?#hrcareers