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Talent warehouses, recruitment communities and chocolate talent pools

posted on 09 Jun 11
comments 4
by Andy Headworth
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Over the last month I have been doing a-l-o-t of writing. I had been commissioned to write a business report book looking at social media in recruitment and the reality of it in the workplace.As part of the process, there was obviously much reading and research.
It surprised me at how much it takes over ALL your time, but at least it is now with my editor and publisher for them to take my words and produce the book itself! <phew!>

One area that caused me some deep consideration is the subject of candidate databases. While I do have a strong opinion on them and where they will end up, a blog post I read this week by one of the world's top sourcing specialists, Glen Cathey, got me thinking again…………… and in the opposite direction to where I was going with my thinking!!

In short here is a quick precis of my thoughts:

1. Most candidate databases might as well be full of chocolate and marshmallows for all the good they do! The clients keep filling them up with loads of candidates applying for their jobs - never to be touched again. No emails, no searching and certainly a waste of time.
Many have recruitment software that is limiting their management of their database, most have people in charge of recruitment that (to be fair) just don't understand the worth of what they have. And if they even have a clue of the worth of their database, then they have no idea what to do about it! {Apologies to the few that do >> you really are the exceptions :) ]

2. Some people call these Talent Pools. As per No.1 - as useful as a pool of liquid chocolate!
Different name but same outcome.

Caveat: there is absolutely nothing wrong with these in the recruitment process at all, as long as they are recognised as what they are. They are a list of people that at some stage have shown interest in working for your company (or via your recruitment agency). They are not a community/network/talent hub or whatever some people call them!

So where is it all going?

3. Interaction and two-way communication is, in my opinion, where evolution needs to take place with regards to these 'collections' of candidates.
The encouragement of dialogue and reverse discussion (i.e. candidates asking questions and interacting) needs to happen. There needs to be a way of engaging the talent that have shown an interest in working for your company.
Talent communities, recruitment communities, online communities or whatever you want to call them, are going to be the way forward for creating engaged prospective talent for the future.They may be small or large, but will have to be interactive in nature (and will probably need to be on different platforms (other than some of the ATS's) to be truly effective.

And for those of you that say that talent communities are just a bunch of more fluffy marshmallows, take a look at the 1000's of LinkedIn groups (as an example).
What do you think they are then? A business focused network (LinkedIn) that has groups of like minded people discussing subjects that are relevent to them. They are engaged with, and have an affinity for their niche - whether it be 100 or 1000 strong. Maybe not all talent communities by name, but in practice they are focused groups of similar talent engaging with each other

Then came the blog post by Glen.

4. Talent Warehouses. Glen's take is with regards to data. The more there is the better - but (and this is the key) - they are within secure talent data warehouses. Own the data and you own the access to the talent.
Glen's angle is that, just like business intelligence professionals and data miners, there will be an evolution in recruitment towards these skills. It is an interesting concept and maybe one that the huge global employers will consider adopting, building more skilled and able recruitment teams.

But hasn't social media and the proliferation of social networks and online databases done some of this work already? The likes of LinkedIn and Xing and Hi5 have all got millions of potential candidates sitting there. I haven't even mentioned the likes of Facebook, Twitter and other social sites, as potential people sources (note I didn't say candidate sources).

There is so much conjecture, conversation and debate around this whole subject currently, it does make for interesting discussions.

All I know is that, for me, job seekers are crying out for engagement. They are fed up with populating recruitment databases for no gain.

My stake is firmly in the ground for community-led recruitment and resourcing going foward.

Engage the talent and you shall reap the benefits in the future.
Carry on just building your database and all you are doing is creating the worlds biggest walnut whip!!

Image credit Flickr

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Andy Headworth
I work with companies to help them improve their recruitment strategies, recruitment processes, candidate attraction, employer branding and recruitment content marketing strategy. I am also an international speaker, with a growing schedule for 2015. My second book, Social Media Recruitment - How to Successfully Integrate Social Media into Recruitment Strategy, is published on 3rd May 2015. To get a 25% discount for pre-ordering my book use code SMRAD25 when ordering via publishers site here https://www.koganpage.com/SMR | | Follow Andy on Twitter | Connect with Andy on LinkedIn  | Connect with Andy on Google+  | Send Andy an email
  • https://www.voyage.co.uk/ Susan

    Hi Sirona,

    I couldn’t agree more that there needs to be a way of engaging the talent that have shown an interest in working for your company. Some recruitment software programmes are definately a bit too automated, where as others can be a bit more sophisticated and idenitfy the candidates who are ‘really keen’ rather than those who are just applying for numerous jobs. The software we use has been really beneficial and a real time and money saver.

    Susan

  • /pauljacobs4real Pauljacobs4real

    I’ve noted a bit of Talent Community cynicism out there from deep within the recruitment community. I’ve been a talent community advocate, but I’m going to go somewhere down the middle on this Andy as I also see Glen’s thinking from a sourcing perspective and believe we need to clarify some of these terms more and determine which approaches are most effective.

    What do we mean when we use the term ‘talent community’ - what does a working, well functioning talent community look like? A lot of talent communities are actually quite ‘passive’ (whatever the social platform), with just a collection of people with something in common - whether it be a shared interest (could be to get a job with a particular employer), similar location, same profession, same company, etc. There are pockets of engagement between members, but not always. They are warehouse-like on the whole. But is a more active community, where community members have a common purpose which they’re all passionate about, participate actively in, and engage with each other and help each other out necessarily a better source of talent? I don’t think we necessarily know what the answer to this is. Regardless of whether passive or active, many employers/recruiters interact with the community (warehouse) by ‘broadcasting’ and not engaging with the community (warehouse).

    Then what do we mean by ‘engagement’? If an employer/recruiter starts ‘engaging’ is there 2-way conversation or are we talking emotional engagement which I think is often undervalued (eg a community member may feel emotionally engaged with an employer, yet there is no conversation). And finally, what’s the best way to secure this talent - engage? infiltrate? announce? sell? pluck out? Whatever the answer, just to complicate things more, should there be different engagement and prospecting strategies for a passive versus an active community? It’s complicated!

  • https://www.momentumspk.co.uk tony@momentumspk.co.uk

    A really good article - and I couldnt agree more with your 4 key sentiments.

    I think that speed seems to be essential all of a sudden to recruiters , everything is done without a plan - “we must have that candidate now - and once we have got it we shall ignore all the MI we have gained and park it in the garage called our talent pool!”
    Re-Engagement is essential something re-training, reconnection or just plain updates can help - ironically something that many local authorities are doing really well !- Talent pools are little hidden gold mines for recruiters !

  • https://www.stephenharrington-online.com/ Stephen Harrington

    I think engagement and talent pooling need to go hand. In order to gain entry to a database they need to apply for something whether a speculative or current position. Engagement can involve interviewing, corresponding allowing self-service/updating portals and news on what is happening within your companies recruitment.
    Needless to say engagement should be two way, unfortunately many recruitment departments are not equipped to do this in terms of strategy and resource.

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