June 11, 2024
Recruiters spend a lot of time building a strong talent pool with qualified candidates. But this strategy of passive hiring has one significant drawback. Talent pool means one-way communication, implying that the recruiters communicate and engage with candidates at their convenience. On the other hand, candidates might only get a reply or an update if they are fit for the job.
A talent community is another passive sourcing strategy that covers up all the loopholes of the talent pool and acts as a two-way communication channel between recruiters and candidates. Candidates have more freedom to discuss the company and their respective fields openly. There is more belonging and a better environment for collaboration.
But what is a talent community? In today’s blog, we will discuss what a talent community is, and how to build one to reap maximum benefits.
A talent community is a sourcing strategy to tap qualified talent and nurture them till a vacancy opens. Recruiters provide candidates with a platform to network and get valuable information while engaging with them as a form of passive recruitment.
But how does it help?
Recruiters communicate about company values and culture while building a self-feeding talent pool to attract top talent. They tap qualified talent through multiple channels like social media, newsletters, candidate portals, etc., to keep them engaged and interested in the company.
Recruiters spend a lot of time managing the hiring process and engaging with passive candidates. They have a lot of tasks like- forecasting needs, creating JDs, drafting SOPs and documents, providing an amiable work environment, etc. So, why will they spend extra time on building a talent community?
Recruiters believe that bringing all the passive candidates into a single group to share company updates and vacancies can serve as a talent community. This leaves hundreds of companies with an email list of people who aren't the top talent in the industry and serves no purpose.
Recruiters need to spend more time nurturing their community members and treat the community as a community pool. They need to plan their activities and use them to share company information and provide a networking platform. Hence, they often end up with a group of unqualified candidates who are not the perfect fit for the company.
Here is a 3-step process to create a valuable talent community that serves its members and your organization.
The first step is planning and understanding the business capacity. Recruiters shall analyze the resources available to them. This involves estimating the budget, forecasting business hiring needs, researching available CRMs and their suitability, and much more. This information allows recruiters to pick a platform that integrates seamlessly with their existing tech stack and brings together valuable community members.
The recruiter estimates the business hiring needs and their budget to invest in a dedicated CRM (candidate relationship management). A CRM helps the recruiters to manage the community efficiently by using automation for messages and following-up.
They will spend time engaging but need a platform that blends well with the remaining HR tools. It becomes the core hub for bringing potential and old qualified candidates to one place.
Some of the best platforms are Discord, Slack, Facebook Groups, Reddit, etc. Some of these provide valuable features in the paid version, making running and managing the community easier.
Once you decide on the platform, you must invite the desired target audience to join your community. However, now we have two questions to address:
Recruiters often skip this step and create a big pool of unqualified members who neither add value nor serve any purpose. They remain in the community to keep an eye on the vacancies but need to be the right fit for the role.
First step: Identifying the right audience!
Recruiters shall analyze business needs to forecast and map out the hiring requirements. This will give a starting point to choose the sourcing channels for the community members. Recruiters can set criteria and invite/ reach out to qualified candidates only.
For example, if the company is projecting future needs for more tech specialists, recruiters will spend more time capturing that audience. They wouldn’t want to bring in a pool of people from marketing or accounting.
Generally, each talent pool has people from various departments with varying experience. The recruiters have minimal control over the audience they reach. However, with a dedicated strategy, they will have a better chance to attract the industry’s top talents. They can create a community of:
Choosing the target audience gives clarity over the sourcing channels. For instance, recruiters who are looking for experienced candidates will have success through referral or networking platforms instead of career fairs. So, here are 9 sourcing platforms that will help you to find the best candidates to nurture the community.
Before the recruiters jump ahead on filling vacancies through the diverse pool of candidates created, they must spend some time segmenting the members to make their job easier. Finding the right candidate from a community of hundreds of thousands of members will be hard. Hence, it is important to choose some basis to define and segment the members.
Segmenting gives recruiters three benefits. First, they can better understand and cater to the needs and desires of the community members. This is critical to strengthen the employer brand and optimize the hiring process. Second, the content and message can be personalized to align with the members’ needs, leading to a better candidate experience. Third, it will be easy and quick for recruiters to match and find the right candidates, removing all the hassle.
But what basis can be used to segment the audience?
In addition to these three, recruiters can segment members based on prior history with the company or other bases based upon the business needs. But what matters is to provide relevant information and a pleasant experience to strengthen the employer brand and leverage the value of community. This requires the recruiters to engage and provide value to the members actively.
Among thousands or millions of communities, the most critical part is to engage with the members and not convert the community into a group of inactive members.
Recruiters need help to invest time in a talent community. However, it is critical to understand that just like a talent pool, they must dedicate themselves to this community to nurture each member and get real value from the community.
Recruiters have to focus on their messaging and how they cater to each member’s desires. Hence, they must spend extra time curating valuable content, communicating value, and using automation to engage with members efficiently. It isn’t possible to communicate with hundreds of members on your own without any assistance. Hence, there are 3 core areas to tap into to build an engaging community:
After all, recruiters must rely on something other than job vacancies to attract candidates. Moreover, it is impossible to have vacancies at all times.
Recruiters must offer valuable resources to the members to engage them and encourage them to stay active in the community. If the members don’t get any value, they leave the community or stop checking for updates. Hence, it is critical to provide curated content that helps the members. This could be in various formats and cover multiple arenas.
There are millions of communities out there. How will you make yours stand out? By building a strong employer brand. When the candidates know about your company and are genuinely interested, they will join the community willingly to stay updated.
It will help recruiters to stand out in the crowded labor market. Here are 3 ways to strengthen your employer brand.
Is it possible for a person to manage and moderate a community of thousands of members? It is advisable to opt for talent management software. It is tedious to manage a spreadsheet and emails via the existing tech stack as it is unsuitable for community management. Hence, recruiters must invest in a good talent management tool to enhance efficiency and extract maximum value from the community.
But is it crucial to get a CRM (candidate relationship management) tool for community building?
A dedicated tool helps to separate the community from the traditional talent pool. You do not want to mix these because if the members feel the community is not adding value, they will leave and switch the community. This will also affect the employer's brand. Also, it is easier in the community to sort and match potential candidates if segmentation is done correctly. Moreover, a CRM comes with reporting and analytics features. This helps to track sources of candidate networks and optimize the sourcing strategy.
The best way to choose a tool is by opting for a platform/ software that integrates with your current tech stack & eases the sourcing process. It should not be a hassle to add another tool. Instead, make sourcing candidates easy!
Talent communities can replace traditional talent pools and make finding the desired candidate easier for recruiters. With periodic reviews and active engagement, recruiters can build a self-feeding talent community to hire effortlessly. They can refer back to the community in case of vacancies with an assurance of finding qualified and interested candidates.
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