Today, there is lot of talks and discussion about building high-quality talent pools, but what does it mean to build a talent pool?
Talent pools building refers building database job candidates with specific skills and desirable experience who would be proactively ready for the vacancy when they arrive, particularly for reoccurring roles that are crucial to the business and/or hard to fill. In today’s competitive business world, a pool of qualified candidates is important for many reasons like – it reduces time to hire, improving the quality of hires and reduces the cost to hire.
Speaking on this matter, India’s leading manpower outsourcing expert, Ms. Kanika Kohli, VP, Trendsetters Facilities & Technical Services (TFTS) (India’s leading manpower outsourcing company), says “imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right? This is the reason why many recruiters have started building high-quality candidate database for current and future needs.” Ms Kanika further adds, “Hence companies can follow steps to build effective talent pool”.
Map your needs
The first step of building talent pool is identifying and mapping the manpower need of the organization for the next 1 to 2 years. For that the HR team should consult with top management and identify upcoming projects, check with department managers and hiring managers about what roles are key and what will be needed over the next one or two years. Look at previous patterns of recruitment and agree on which roles would benefit from talent pools.
Develop your sourcing strategy
The second step is to list the channels you will use to source candidates, what messages you will convey and how you will position the roles. For rare skill sets you will need to be proactive in finding where those populations live, what media they consume (and therefore how and where to target them), and where they exchange ideas. If you have current employees who move in those circles, ask them.
Separate sourcing from recruiting
The thirds step is to work closely with your manpower outsourcing company since good manpower outsourcing companies comprise of specialist who is out every day talking to candidates and building and maintaining the talent pool and they are well experienced and well trained for the recruitment process.
Source potential candidates
Build a list of potential candidates. Seek out active candidates among online job applicants or those who have narrowly missed out on previously advertised positions. Draw on your networks, social media and referrals for passive candidates who may not have considered working for your company.
Make the approach
Ensure you are able to articulate your value proposition as an employer and then make the approach. Tailor your message and make it personal. Once you establish contact, articulate the value proposition and convince them to continue engaging with you. Assure them your privacy is protected.
Keep them engaged
Treat your talent pool like a paying audience whose reviews could make or break the success of your show. Engage them with a clever CRM strategy and warm them to your brand over time. Word of your offering will spread beyond these people alone.
Trendsetters Facilities & Technical Services (TFTS) is India’s fastest growing specialized staff and labour outsourcing company that currently service to some of India’s biggest organizations like – DMRC (Delhi Metro Rail Corporation), Bajaj Automobiles, Reliance Infrastructure, Haldirams, HCL and more. Trendsetters Facilities & Technical Services is also the leading specialized labour outsourcing company to the manufacturing units in SIIDCUL (State Infrastructure & Industrial Development Corporation of Uttarakhand Ltd) and Jaipur World City. It recruits, do payroll management and outsource technical staff, manufacturing staff, labour licensed workers, ITI qualified personals – those who are difficult to find in large volume, locally near the manufacturing units. Trendsetters Facilities & Technical Services Pvt Ltd was incorporated in Feb 2002 as a Private Ltd Company on the intrinsic core value of Responsible, Responsive and Dedication of a Defence Services Officer at the helm as its Promoter. The company’s Strategy is that of a Solution Centric Organisation where, instead of enumerating the mere services being on offer, the Focus is on the Clients, their Needs and How the Services being offered can be linked to provide value-enhancing solutions for the Clients