I. What is Talent pool? Why does HR need to build and manage Talent pool?
1. What is Talent Pool?
Talent Pool is a collection of a list of potential candidates that match the requirements set by the business for each job position. The conformity with the criteria set by the enterprise is evaluated based on professional knowledge, skills, scores, work experience, etc. Depending on the characteristics and strategy of human resource development, the enterprise will There are different criteria for building the right talent pool.
Candidates that can be included in the talent pool:
- Candidates with quality CVs are found by HR on recruitment platforms
- Candidates with good qualifications but not suitable for the position the company is recruiting for
- Candidates who were eliminated in the previous interview rounds but have points that are suitable for the company and can be considered for other positions
- Former employee of the company or organization
2. Why does HR need to build and manage a list of potential candidates?
In each recruitment phase, the human resources department needs to select and evaluate thousands of different CVs, which is very time consuming. However, once a specific and systematic list of potential candidates has been established, employers can:
Store potential candidates for use when needed
Instead of struggling to filter thousands of candidate CVs in each recruitment wave to find the right person, when setting up a talent pool, recruiters already have a "candidate store" with basic information saved. From here, you can quickly select and conduct an assessment to select the right person.
Talent pool helps to systematize candidate data effectively
Information about potential candidates, if arranged and managed scientifically, will make it easier for employers to search, screen and evaluate when needed. This saves a huge amount of time and effort for the employer.
II. 4 steps to build and manage the most scientific list of potential candidates
1. Clearly define the development strategy of the business
Recruitment is not only for the purpose of improving the quality of human resources, but also closely related to the development strategy of the enterprise. Therefore, when building a talent pool, employers need to clearly determine what their business's development strategy is to set up criteria for selecting suitable candidates.
Eg:
When making a list of potential candidates, HR needs to clarify what they are looking for. It can be recruiting to serve the strategy of merging businesses, expanding branches or promoting a new product.
2. Proceed to establish specific criteria for each group of candidates
After determining the business's development strategy, employers need to stick to the important elements of this strategy to build up the necessary Talent Pool criteria. Only when the criteria for building a Talent pool are consistent with the development strategy, will the candidates found by employers really bring value.
Eg:
Your company is looking to expand a branch from Hanoi to Da Nang, you definitely need to build a group of potential candidates who meet the criteria of where to live in Da Nang.
3. Exploit potential candidates according to existing criteria
Creating sources and putting information of candidates on suitable groups is the next step to do after having met the necessary criteria. The most well-known sources of potential candidates can be mentioned as interns, guests attending events and leaving information, contestants from talent competitions in the field in which the business operates.
4. Categorize potential candidates
After dividing potential candidates into specific groups, employers should classify candidates in each group to ensure that candidate information is arranged scientifically and at the same time more convenient in selecting. filter later.
Specifically, you should tag and rank candidates in each group according to each person's ability and skills. From there, you can filter out the most qualified candidates for the business to contact immediately in the new recruitment.
Following the above 4 steps, employers can create and manage a list of potential candidates for themselves. However, how to set up and manage Talent pool more effectively? The answer will be in the next section.
III. Tips to help employers set up and manage Talent pools more easily
1. Talent pool setup sources employers need to know
To build a Talent pool more effectively and easily, employers need to know the sources of quality potential candidates to be able to exploit and collect data. Here are some resources that 1Office would recommend to businesses:
Online profile
The proliferation of quality recruitment websites has made it easier for recruiters to have one more source of candidate information. Large recruitment sites not only help people find employers, but also help employers find potential employees through the CVs they post.
Usually, in the CV, candidates will write all the most basic information about skills, qualifications and work experience. From there, employers can collect information more easily and conveniently for classification.
Information from the press
Through online articles and daily news, employers can come across potential candidates that match the company's selection criteria. Those candidates can be students, students or young people with talent and success.
Internship Programs
As we all know, to be able to become interns, candidates have to go through rigorous tests and interviews. Therefore, the interns in the enterprise's internship program are the brightest potential candidates who can be included in the Talent pool.
More specifically, for interns, you can also track the internship process of each candidate, thereby drawing out what their strengths are and what positions they will be suitable for.
Former Candidates
Sometimes the candidates who are eliminated in the final round of the company's previous recruitment rounds are a source of potential candidates worth mentioning. Because they were originally the candidates who reached the final rounds, but maybe because of a small mistake, they were eliminated to make room for those who did better.
2. Exploiting candidate data in Talent pool
Once the list of potential candidates has been systematically built and sorted, employers can easily take steps to develop that list. Specifically:
Easily find candidates when needed
With scientifically arranged information and the help of advanced technologies, employers can easily search for candidates according to the information in the tags attached during the classification process, saving money. much more time and effort.
Screen candidates quickly
With a list of potential candidates that have been clearly classified, tagged and ranked, you can also quickly filter candidate profiles in the Talent Pool system by pre-classified criteria such as capacity, gender, location, location, etc.
Nurturing and developing a system of potential candidates
Employers can leverage technology and a scientifically curated talent pool to nurture potential candidates with email marketing. Such emails both help candidates understand more about the job positions and help promote the company's image.
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