5 Easy Ways for Recruiters/HR Pros To Engage Talent Pools

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Presenter Info
Kris Dunn CHRO at Kinetix (RPO, Recruiting) Founder of Fistful of Talent , The HR Capitalist Hoops Junkie

Holland Dombeck Marketing Manager at Kinetix (RPO, Recruiting) Session Moderator (but sometimes put on the spot to participate) aka The Kid
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What the Heck Is a Talent Pool?

The Definition of a Talent Pool

Talent Pools are a collection of recruiting contacts separated by specific disciplines and other factors A cohort of candidates/employees selected for various criteria they share in common for example, functional area, expertise, language, etc. BROADER any one you want to connect with so you can communicate with them over time as a means of influencing

Who Cares?

You Should Only Care About Talent Pools If:

You ever want to make key hires without starting from scratch every time If you want external referrals that are high quality and qualified by the referral party on your behalf You have trouble recruiting for a specific skill set in a specific market

The Definition of Opt In

Opt-In refers to permission given by individual for a 3nd party to communicate directly with them in the future Marketers deal with this every day Good news for you as a recruiter if someone has connected with you via ATS submission or LinkedIn/Social connection, youve already received a form of Opt-In

Example of How ATS Systems Help Prep You For Talent Pool Communication <Jobvite>

Jobvite Refer
Leverage everyones social connections for faster, higher quality hiring

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Supercharge your sourcing power when you build A Talent Pool

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Revolutionize the way you track applicants, from requisition to hire

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The Assumption

5 Pieces of Info/Content You Have Access To That Drives Talent Pool Interest
1. The professional grade quality of your people in similar roles 2. Things potential peers are working on 3. A commitment to learning and development 4. Trench stories that indicate you dont suck 5. Eye Candy/Photos/Videos

A GREAT EXAMPLE TRANSPARENT AND AUTHENTIC LIKE CRACK TO TALENT POOL CANDIDATES

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THE FORMULA: <btp+cm>=ce**

**build talent pools+content marketing=candidate engagement

Tools a Marketer Would Use to Leverage and Influence Talent Pools

Nothing works without quality content Once quality content is there, focus of marketers turns to distribution/promotion, which leads to engagement with your brand. Best distribution/promotional tools for recruiters include:
Email LinkedIn Social Live events SMS/Text Snail Mail

Which ones can be delivered by your ATS/LinkedIn or Social Accounts? Trends

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BOOM!!
The Top 5 Ways To Engage Talent Pools

FIRST: Some Notes On The Thought Process Behind the Top 5 Ways to Engage Talent Pools
1. The list assumes youve already built Talent Pools and know who youre targeting 2. Remember the formula btp+cm = ce? This part is focused on cm or content marketing. 3. Use our list of the 5 Pieces of Info/Content You Have Access To in order to build our engagement tools. 4. Our list of the Top 5 Ways to Engage Talent Pools includes a content strategy, notes on why its important and notes on how to deliver it to candidates. 5. Well list the Top 5 in order, from the simplest to hardest to deliver.

Strategy #1: Map and Develop Consistent Content Related to Whats Going On In Your Company
The simplest of all the Talent Pool strategies, you commit to creating x content pieces per week and do it Use the 5 Pieces of Info/Content You Have Access To to build unlimited content pieces to share with your talent poo(s) Why its great: You have lots going on to feature

Why Its Hard to Do: It takes time and you might need someone who can write
How To Deliver: via a company blog thats linked to your careers page Weakness: Assumes Talent Pools are checking your company out regularly, which is incorrect Best used in combination with some of the Talent Pool engagement strategies to follow (see content streaming and email newsletter)

Strategy #2: Content Streaming on Social Media with Social Mentions

Simple strategy you are the aggregator and curator of content that your Talent Pool would find interesting (sets you up as expert) Content can be 100% external to your company or a mix of external and data in Strategy #1 Set a goal to stream x number of articles per day, add your comments to them Delivery and distribution happens via LinkedIn and other forms of social media (assumes you have Talent Pools built in those) You can aggregate the best article shared for content points in later strategies To target specific members of a talent pool, use social mentions in each share See Social Hygiene whitepaper for best strategy (Feedly to Buffer)

Strategy #3: Featured Player

Give the gift of recognition Recurring program that features a member of the external Talent Pool in question

You ID one member of the Talent Pool per month and feature them as an expert
Ways to create the profile or content include Q&A, 10 Questions with x, a written profile or an audio or video interview The impact youre creating authority for both your company and the talent pool member being featured Allows the talent pool to connect and learn from and about each other

Implied impact youre grabbing authority for your company, and its implied that if you care enough to sponsor the series, you must be a decent place to work

Strategy #4 An Oldie, But a Goodie. A Newsletter Focused on a Specific Talent Pool

Newsletters are powerful, especially when used to focus on and target engagement with specific talent pools Simple path use the content generated in strategies #1, #2 and #3 and #5 to complete a monthly newsletter focused on specific talent pools Mixture of things focused on talent pool and a broader view of your company (think 3:1 ratio) Naming counts spend time on that Do a slick HTML version Distribution happens through email, with digital version available to promote on Linked in and other forms of social media

Strategy #5: Vanity Project (Senior Level Talent Pool Engagement)

To this point, weve shared content and used email marketing and social to distribute For the last strategy, youre going to create your own vanity group of people with same skills, profession or career interests to engage a Talent Pool You create and name the group (example, Newark Number Crunchers, etc) Once named, as curator of the group you develop the strategy for how the group communicates, what the value prop is in joining (think learning and development), when it meets online and/or in person) Once you have your platform description in place, you market membership to your talent pool and even jump on the phone with interested parties to tell them your goal in doing it, which is to give the gift to the pool Create a monthly list of activities and be consistent Distribution live events, email, social, LinkedIn groups, webcasts Make membership exclusive

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Thank you to our webcast sponsor:

Want more info? Email katie@jobvite.com

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Kris: kdunn@kinetixhr.com www.fistfuloftalent.com Twitter: @kris_dunn LinkedIn: www.linkedin.com/in/krisdunn More info on Jobvite: Katie Williams katie@jobvite.com Twitter: @jobvite