Talent Pooling process and innovations: insights by an expert

My name is Michalina Wichrowska . I work as a Talent Sourcer at Successr and I currently participate in our innovation team that works on the development of Talent Pooling. I therefore take you along in our Talent Pooling process and the innovations we are making.

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Simply put, a Talent Pool is a group of people in a particular category, like electrical engineers, with whom we can easily connect whenever needed.

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Talent Pools have massive potential for the future. Often recruiters invite interesting talent to their network to then completely forget about them. Most recruiters and Talent Sourcers spend so much time gathering the right people in their network and then not end up with the best candidate in the end. That is where the potential of Talent Pools lies: we might already have the best candidate in our contacts, but we just don’t know it yet.

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Building Talent Pools

Our Talent Pooling process thrives on collaboration. We team up closely with hiring managers and project leaders to kickstart the process by diving into what each role requires. This analysis helps shape our Talent Pool Customer Info sheet, a document that captures all the important details.

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We gather insights on company perks, market trends, and employee viewpoints. In this way, we are getting to know the target persona. Through a survey, we gather information about their interests/hobbies, personality, and the company culture they prefer. Recruiters play a crucial role here because they conduct interviews to understand candidates better. We also do our homework on competitors and external factors to stay ahead.

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Differentiating Market Research

Our Market Research template goes a step further than the Customer Info sheet. We dig into specifics like career paths, educational paths, current and previous industries, commuting readiness, salary expectations, motivation, interests, communities they belong to, travel times, and where candidates are coming from. This tailored approach helps us craft targeted outreach that resonates with candidates.

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Using tech for efficiency

Having ATS systems makes our job easier, allowing for seamless integration and automation. Platforms like LinkedIn help us manage candidates and target them precisely. This tech-savvy approach lets us use data effectively, tweaking our strategy for better results in real-time.

Engaging with talent

Our approach to engage with talent starts with conducting tests using a few 'market samples'. These tests provide valuable insights from candidates, which we use to refine and build our talent pools.

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When it comes to building these pools, it is not just about gathering the right people; it is also about providing them with relevant content to pique their interest. That's why we find it essential to create personas, allowing us to tailor content based on individual preferences. Collaboration with a marketeer is crucial, ensuring our messaging aligns with our target audience.

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Striving for precision

When discussing personas, we categorize our approach into circles:

• The "Bull’s-eye” represents our top persona, the ideal match for the role.
• The second circle includes candidates who meet most requirements but may have some gaps.
• The third and fourth circles encompass candidates who partially match the criteria but may not be the perfect fit.

By segmenting our approach in this way, we aim for precision in our engagement strategies, ensuring we connect with candidates effectively and efficiently.

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Driving innovation

At the forefront of our current team efforts is the development of a Marketing Automation Tool. We're currently exploring options to identify the most suitable one for our needs. This tool will revolutionize our approach by providing insights into recipient engagement, such as who opens our messages and how many do so. By automating these processes, we aim to gather as much data as possible and streamline our operations. This tool holds significant promise for both our marketeers and Talent Sourcers alike.

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Additionally, we're focused on creating a survey to facilitate persona development. This survey will be tailored for our clients' employees, enabling us to gather valuable insights directly from the source. Furthermore, we're keen on leveraging feedback from our Talent Pools to understand their interests better. This will inform our content strategy, allowing us to share relevant materials like videos and event updates effectively. Through these innovative initiatives, we're committed to staying ahead of the curve and delivering exceptional results for our clients and candidates.

Getting started with Talent Pooling

To kickstart your journey in building Talent Pools, prioritize staying connected with your network and nurturing those relationships. Consistent communication is key; keep track of who they are and what interests them. Creativity plays an important role here—think outside the box to engage your network authentically.

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However, it's essential to engage carefully and avoid spamming your potentials. Instead, focus on sparking curiosity and providing value. By doing so, you can organically cultivate your employer brand among the right audience, laying a strong foundation for retrieving your future talent.

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Do you need our help with this process? Don’t hesitate and get in touch with me! Here via LinkedIn or email me: [email protected]

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