5 ways to keep talent pools engaged when you’re not hiring
You may have hit the hiring pause button for the moment, but that doesn't mean your relationship with potential candidates should be on pause, too.
Hiring lulls don’t last, so keeping your talent pools engaged now will give your company a huge advantage in the hiring game when the time strikes.
When thinking about how to keep your talent pool engaged, remind yourself to come from a place of “WHAT’S IN IT FOR THEM?” What do they care about? What would be helpful for them to know? And what do you want them to know?
1. Virtual Networking Events
Consider an annual or bi-annual education forum. Whether it’s a meet up that you host or an intimate seminar on an insight or a debate, you’ll be creating a platform that exhibits your leaders doing what they do well and your organisation being at the forefront of a sector.
This is the stuff of gold in terms of keeping your Talent Pools engaged. Even if a particular candidate doesn’t attend the events you’ve set up, the communication surrounding them can be enough so that when you make the call out to attract someone to your organisation for real – the reception is super warm.
2. High Touch Activity
Set up a networking hour in your / your hiring managers calendar for a coffee catch up. It is important to be explicit with both the hiring manager and the candidates that this is a networking discussion only, with no actual role in mind.
If your employer branding is on point you will find candidates in your pool are very open to this opportunity. If you feel like you need more of a hook, please borrow ours: “Our leadership team love staying in touch with top talent like yourself, exchanging ideas and sharing some of the insights we’ve uncovered in our industry over the last 12 months.” It might be new technology you’re using in a different way, it could be a high level overview of growth or restructuring that’s taken place in the last 12 months – whatever ‘the thing’ is that might pique the interest of top performers in your arena.
3. Low Touch Nurture
Three key ingredients to making sure a low touch campaign actually works:
What’s in it for them? Share valuable resources, such as industry insights, career development tips, and exclusive job market updates. Show candidates that your campaign is all about empowering their professional growth and success. When they see the benefits, they'll be eager to stay connected with your company.
Keep it consistent - Consistent engagement builds familiarity and trust, making candidates feel like they are part of your talent community. Even during times when hiring has slowed down, your presence and dedication will keep them excited and eager to join your team in the future.
Keep it relevant - Segment your talent pool based on their interests, experience, and career goals. Serve them content that aligns with their preferences, such as industry-specific webinars, skill-building resources, or company culture spotlights. Personalised communication shows that you genuinely care about their journey and understand their individual needs.
Teamtailor’s ATS platform can help nurture Talent Pools
4. Feedback Loop
Request feedback from candidates who previously applied but didn't make it across the finish line. Constructive insights help improve your process and keep them engaged for future opportunities!
For instance, if a candidate showcased impressive coding skills but lacked experience with a particular programming language, the feedback could encourage them to explore that area further.
Candidates will appreciate the genuine effort to help them grow professionally, fostering a sense of trust and respect towards your company. As new opportunities arise, you may just find that many of these previously unsuccessful candidates re-apply for roles, confident in their new ability to succeed.
5. The Power of Community
Create an exclusive talent community where candidates can interact, share knowledge, and support each other.
We’ve created a Slack channel for our wider community which does just this. You would be amazed by the benefits that come from doing this, all without much extra time investment. Fostering a sense of belonging keeps our Talent Pool invested in our organisation's mission!
Remember, engaged talent pools are your strongest allies when the hiring engine revs up again. Continue building meaningful connections, and you'll be on track for a stellar comeback!
Need a hand with building or engaging your Talent Pools?
