Expected to make sure that they have access to the best talent pool, Recruitment managers are responsible for filling up open vacancies by the right candidates. But how do you ensure that you have access to the right talent pool to select from?
Giving the recruiter access to potential employees, talent pools help fill the open vacancies in an organization effectively. Ensuring that your business is not affected due to skill shortage, Talent pools are an essential method of reducing the cost and time to hire as well as work as an effective contingency plan. Saying that the right person for the role never applied for the position or not getting access to the resumes of candidates who could be the right person for the role would have been partially true around 15 years back.
Short listing 100 resumes from a pool of a few thousand, what is the surety of finding the right candidate for the position? Proving his/her capability in a similar role in the past, the right person for the job is the one who received internal and external commendations for performance excellence in the past.
Talent pools including candidates from sources like previous applicants who would have made it to the last round, candidate resume libraries, magazines and websites, current temporary staffing scheme, Networking - Using industry conferences, professional groups, Online networking - LinkedIn, Facebook, MySpace and the hundreds of other online social networking websites.
Analyzing these assortments of means, we find that none of these provides a structured or process oriented approach to maintaining the right talent pool.
The need for seeking new ways of optimizing the talent pool started some 40 years back when people joined and retired from the same organizations which lead to higher attrition levels. This led to the role of a recruitment consultant gaining importance & later came the job portals which then provided round the clock access to their resume bank.
As soon as we thought that balancing the right talent pool ended with recruitment consultants and job portals, came social networking sites like LinkedIn which provided access to passive job seekers.
When we thought that the jig saw puzzle to create the right talent pool ended with recruitment consultants and job portals, came social networking sites like LinkedIn which provided access to passive job seekers.
With no end in sight, candidates should be motivated to work towards actualizing their aspirations and if applying for an open job vacancy or position that helps actualize a candidates career aspiration, then get ready for a more structured and process driven approach to maintaining the talent pool - “Aspiration Management”.
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