Posts Tagged ‘talent pool’

So, you have a talent pool. Now, what?

Friday, March 21st, 2014
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Talent pools allow us to have access to a constant stream of high quality candidates. They are a resource that, when used effectively, could mean the difference between successfully filling a role and having to begin the entire recruitment process again.

It is important we ensure that these candidates are ready and willing to take on the challenge of beginning the application process. But how do we prevent our talent pools from becoming stagnant?

Engaging with talent is hugely important. Whether we access them via talent pipelines, pools, or communities, this should be key to any organisation’s recruitment strategy.

Engaging with your talent pool in the right way - whether that's online or offline - is crucial.

Engaging with your talent pool in the right way – whether that’s online or offline – is crucial.

We need to communicate with these potential applicants, they need to know who we are and why we want to be in contact with them. This allows us to be ahead of the game and prepared for when that next vacancy is authorised.

The difficulty comes in knowing how to engage effectively with these different talent streams. We need to treat each potential candidate as an individual and work to build a unique rapport with them, because each of them is different and has a distinctive experience of you or your organisation.

Some of these individuals may be a ‘like’ on your company’s Facebook or LinkedIn page, others might be a speculative CV sent in via email and others with great potential, might have already been to interview with a Hiring Manager and are now ‘on-hold’.

We need to communicate with the talent, whether we drop them a call or a tweet, to ensure that they want to be contacted whilst they are patiently awaiting the right role. Any communication should be on a level that they request and are happy with, so as not to turn them away from your organisation.

Once we know what they are comfortable with, it’s worth creating a defined communication plan around their requirements – what are you communicating and why? Also, how is it adding value in engaging with these candidates (for both parties)?

This is where the human element comes in, intelligently selecting targeted communications – automated systems can help in this process of course, but they lack the personal touch that ‘real’ human beings bring to recruitment.

Through using our talent pools effectively, we are able to improve upon candidate experience as well as lowering the time and cost per hire. We must provide the service we promised and ensure that our pool of glowing talent, does not turn stagnant.

How do you engage with your talent pool? 

debs eWritten by Debbie Edmondson, New Recruitment Director at PPS.

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Recruitment success, candidate experience and photobombing.

Friday, March 7th, 2014
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The past week or so seems to have been a flurry of celebrity selfies, red carpet face-plants and oddly alluring GIFs of Leonardo Dicaprio sobbing.

And speaking of The Oscars, what could be a better time to focus on our recruitment successes? Let’s think about how important it is to make an impact, what it means to fail and, most importantly, the formula for a top-notch photobomb.

Recruitment and the Oscars have a lot more in common than you might think...

Recruitment and the Oscars have a lot more in common than you might think…

Can you believe that Leonardo Dicaprio has never won an Oscar? Let him be a reminder to us that, even if a candidate doesn’t succeed at interview, he or she could still have so much more to give.

When the successful candidate is offered a position, we tend to put all of our attention on them, and why wouldn’t we? We may need to contact their referees, begin DBS checks or simply keep them engaged in the recruitment process.

But let’s not forget the unsuccessful candidates- Dicaprio is the guy sitting in our talent pools. He’s the versatile candidate, waiting to achieve, impress and be recognised. That candidate is what allows us to be resourceful and they could be the person that finally fills that tricky role you’ve been working on.

But it’s not all about the revealing dresses, overpriced shoes and those little golden men- it’s also about photobombing.

Benedict Cumberbatch, Jennifer Lawrence and Jared Leto are all masterminds when it comes to hijacking Oscar snapshots. These guys are pretty high profile but any recruiter can easily achieve this level of expertise with the use of quite a simple formula:

1. Be prepared

In recruitment, we should always be ready and waiting. We should be equipped with all of the tools we need to make an amazing impact on our candidates. We need to be ready to provide an excellent candidate experience and pull out all of the stops so that we can offer the right candidate a new job (or get the guy from Titanic in our talent pool).

2.Teamwork

No photobomb could work without forming the perfect unity between yourself, the other person in the photo, and the camera. By pulling together and using one another as a resource, we will be successful, we will jump in at the last minute and we will make a lasting impression on our candidates, and enhance employer branding.

3.Flexibility

And just like Brad Pitt, leap at the opportunity to get stuck in. Be willing to go the extra mile so that you can take control and explore alternative methods, own the moment and fill that really difficult role.

So, maybe, just maybe The Oscars are in fact a bit like recruitment.

Let’s be prepared, pull together, smile for our candidates and, if we fall over on the red carpet, strut our way through the critics and photobomb everyone we walk past.

How do you deliver award-winning recruitment campaigns and Oscar-worthy quality candidates? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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Using Facebook to recruit [Infographic]

Monday, October 7th, 2013
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Facebook remains the most used social network worldwide, surpassing the 1 billion users mark late last year. There is much talk in the recruiting world around using Facebook as a recruiting tool.  In recent years, Facebook has made itself much more as such a tool. There are advertising options available that offer precise targeting options to ensure job opportunities are seen by your target candidate base.

At PPS, we utilise the power of Facebook for a number of our clients – not least for an upcoming graduate and industrial placements campaign for the UK’s leading retailer in the automotive industry. Having first created the official Facebook page for their annual campaign two years ago, our client now enjoys a talent pool of interested, and ready-to-apply candidates before, during and after the intake for their scheme has been filled.

Linked to other social media platforms and integrated within a campaign-specific recruitment website, Facebook has become a valuable channel to engage and source candidates with. The on brand communication we share on the page has also built brand awareness around our client’s job opportunities. Over 90% of candidates surveyed last year, found the client’s social media presence, including their Facebook page, to be an useful and interactive resource throughout their recruitment process.

Using Facebook, along with other social media platforms is fast becoming a staple of any recruitment process. To find out how PPS’ recruitment experts can help you connect with active and passive candidates online, please get in touch.

The following infographic, made by HireRabbit, shows the importance of using Facebook for recruiting.

Using Facebook as a recruiting tool

Have you used Facebook as part of your recruitment campaign? What sort of impact did it create? We want to know your thoughts – comment below, tweet us, or connect with us on LinkedIn!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Pussycat Dolls, the X Factor and Attracting Talent to Your Business

Tuesday, October 9th, 2012
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Now I’m no X Factor fan but something did catch my eye this week.

It appears that for the first time in the show’s history, researchers have been actively scouting and encouraging bands and performers to audition for the show.  In fact it turns out that half of this year’s X Factor finalists have been actively approached to apply.

Now I can’t quite recall ever agreeing with the Pussycat Dolls (until now), but as former member Nicole Scherzinger

comments- “I think it’s great….it opens up the pool for wider talent”.

If her record career should ever dry up, Ms Scherzinger might just find she has a glittering career in HR/Resourcing

The Pussycat Dolls speak sense!

ahead.

The point is, she is absolutely right.  The producers clearly want to deliver quality for the ‘interview’ panel (and TV audience), so they proactively approached the market to see what it had to offer.

The same rings true of your recruitment attraction strategy.

On the surface there is little wrong with advertising vacancies online and waiting for applications to drop in.  But a resourcing attraction strategy whose success is heavily reliant on the right candidate applying to your advert, at exactly the right time is both flawed and high risk.

If your HR team lacks the time, technology or specialist skills and expertise required to entice high quality talent into your business, you will eventually get found out.  Vacancies will remain unfilled, gaps will be recruited to with expensive agency staff or worse still, below par applicants may end up being recruited.

At PPS we are the recruitment engine behind many recognised UK brands.

Our outsourced recruitment services have helped the likes of Halfords, Severn Trent, Turning Point, Oasis Dental, Hermes and Lloyds Pharmacy to find, attract and select high-quality applicants to their businesses.

If you would like to talk to any of our clients about our work and how we have helped them please get in touch on 07939 297 337.

Written by Lee Burman, Business Solutions Manager at PPS Works

Connect with Lee on LinkedIn

Twitter: @leeburman

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What is a talent pool?

Friday, September 7th, 2012
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What is a talent pool?

PPS define and deliver talent to clients in the shape of staff who, as a minimum, add above average value to their company – through quality of work, and longevity of service. Talent exists at all levels within a company, from Industrial Placements to Executives.

Confusingly we also refer to the function of our Applicant Tracking System to be able to store pools of applicants as Talent Pool technology. Even though there is not always talent in the pool!

 So let us try to be clear!

Registering your interest to work for a company via their website will submit some of your basic details (sometimes only name and email address) to their recruitment database. This does not immediately qualify you as talent for that client. In fact for some of our clients, their pool of applicants who have registered an interest is so large, yet so unfocussed to their needs, that finding talent within it is like finding a needle in a haystack.

However, everyone in this pool has expressed an interest in working specifically for your

What is a talent pool?

What is a talent pool?

organisation. Whilst you may not be able to offer them a job, what you can do is treat them well. With good communication, timely updates and company information, you build on that interest. In time, they will become good customers, if not talent, and will be more prone to use your services or recommend true talent to you.

What about the biggest pool of them all – the job boards. It takes some time, but amongst the millions of Candidate details on the hundreds of job boards in the UK, there resides most certainly a good quantity of talent. You just need to know how to find it. An advance working of Boolean search helps here, and then to remember that they might not know who you are, so a practised ability to win them over will help. Many of our clients source a good deal of true talent via this method (with our help).

And the best talent pool of the lot? The individuals who have applied specifically to work for you, who you have screened for talent potential, and that are sitting in a pool that you are nurturing until the next suitable job role comes along. Particularly in the current times, good applicants often, though far from always, exceed the number of current vacancies. But for many clients, those vacancies will come along again before too long. So keep the good candidates, who have already cleared the first hurdle of wanting to work for you, and the harder second hurdle of being of the correct calibre to be real talent for you, interested, excited and ready to go as soon as the next vacancy arises.

Focussing on the bottom end of the list of ‘talent pools’ will save you time – a much better ratio of potential applicants to job offers, and money – less need to spend on advertising if you have a ready-made pool of applicants waiting to hear from you, when you recruit.

What does a talent pool mean to you? How much talent is in yours?

- Will Shepherd, Director of PPS

Connect with Will on LinkedIn

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Talent Pools – What are they?

Thursday, November 10th, 2011
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What are Talent Pools?

A talent pool is typically defined as a database consisting of profiles of candidates who are actively interested in your organisation. If companies have to fill a vacancy, they can draw on the talent pool and look for a means of profile-matching appropriate applicants and job opportunities.

 In the RPO world they are a great tool for helping clients to recruit more efficiently.

Talent pools are usually created when:

  • There is a surplus of candidates that meet the requirements of the role.
  • Candidates apply for a role where although they may not be suitable for that role, they would be an ideal candidate for another.
  • Candidates apply for a role where they are slightly out of the area or have a mismatched salary requirement.

The Benefits of Talent Pools

Click here to read about the benefits of talent pools

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Poll: What makes an employee a “good employee”?

Wednesday, September 21st, 2011
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Ask any one of us what makes a bad employee, and I am sure we could all rattle off a good list – and provide some real-life examples too! In fact, the notoriety of having a bad employee in their midst has got companies so frustrated that, articles like this one have taken to developing ‘tried and tested’ methods of avoiding them.

But for all this commotion, we seem to have forgotten about the good employee. The type of individual we, here at PPS, are constantly searching for. So what makes a good employee good?  What separates them from the bad - is it their thirst to help their company move forward or is it the willingness to go beyond the confines of their job description?

If this piece of research is anything to go by, the ideal employee has 5 characteristics - dependability, honesty and integrity, a positive proactive attitude, a willingness to work and the ability to use spare time productively.

But every employer is different. A particular feature that might be ideal for one employer may be a match made in hell for another.

So with that said, we are posing to you this question: what top 3 features make up YOUR perfect employee? What 3 features are a deal-sealer? And how close have you come to finding someone who meets those requirements?

Vote in our poll now! We want to hear your thoughts on employees – the good and the bad!

 

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Applicant Tracking Systems within PPS

Monday, April 11th, 2011
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Many companies use Applicant Tracking Systems (ATS) in their recruitment process to reduce time and paper work, and provide a more efficient service to their applicants.

What is an ATS?

An ATS is a software package which allows electronic handling in a recruitment environment.

At PPS we use our own in-house system (MORS). The advantage of this is that it can be adapted and grown to the needs of the company and our customers. This allows our software to grow with us and not hold us back.

An ATS is designed to provide a central location and database to store applicant’s details and resumes. Data can be collected through our online application forms or entered straight into the system. There it can be analysed and moved into folders for further actions. There is no limit to the functionality of an ATS and at PPS ours is constantly growing to improve the service we offer and the service our customers receive. An ATS can be set to automate a recruitment process via a specific workflow, this makes it easier to track an applicant and run reports.

Reports

Throughout the process of an application, the candidate is moved through folders depending on their status. Every change / addition that is made on the ATS software is tracked and recorded. This means that reports can be pulled for the client to see how we are performing and their applicants are progressing. They can simply show how many new applicants there were in a month or be more thorough and show a person’s complete workflow up until the end of their journey, be it offer, interview or regret, and reason why.

Talent Pool

Agency Module - Job List

The ATS can also be used as a talent pool. Many candidates applying for a job might not have the specific criteria for the role, but they might still be very skilled and beneficial for another role. The candidate’s details can then be moved into a talent pool section on the ATS. If another role becomes available a candidate in the talent pool might be ideal for the job and all their details will already be stored. A member of the recruitment team can call this candidate and inform them of the new role. If they are interested their details can then be moved into the role without having to fill in the whole application form again.

Agency Module - New Candidate FormNew Features

As previously mentioned PPS is constantly growing its own ATS. Our latest feature is the creation of the Agency Module for our Temporary managed service offering. The agency module is designed to make life easier for the recruitment agencies and their consultants. Jobs are posted on the Agency Module and the agencies can upload candidates they have that are suitable for the role, allowing for better selection, management of contracts, and the resource pool. The dashboard built into this module allows PPS and the client to monitor and review supplier performance, and allows the supplier to see how they are placed against competitors.

Suggestions

We are always looking for new ways to improve our system. If you have any suggestions then please let us know. If you were using an ATS, what would be the main feature you required?

Written by Lauren Roby, in charge of ATS design at recruitment process outsourcing company PPS.

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Talent Pool

Friday, December 10th, 2010
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What is a talent pool?

Talent pools are everywhere now.  In the simplest terms they are sources of potential candidates for companies that are recruiting.  If you have applied for a job recently then the chances are you will have entered a talent pool at some stage in the process.

The main routes to a talent pool are:

Online job boards

Online job boardsTechnology has transformed both the way we look for jobs and how companies look for candidates.  Many candidates now post their CV along with a brief profile to online jobboards.  These online job boards allow categorisation for industry, job type, experience and educational levels.   Both recruitment agencies and end user clients can then pay to search these online talent pools to find suitable candidates.

There are no real restrictions to entry for candidates but with the industry growing so fast candidates should ensure to keep track of where they are registered, as the responsibility for keeping a record up to date lies with themselves.  In order to be found by relevant companies candidates should familiarise themselves with how companies would search for candidates of a similar profile.

Before posting your CV and profile you should consider some key facts about the job board.  Is it a good match for your experience, industry and job level?

Specialist agencies

Specialist recruitment agencies advertise in a variety of different places.  Once you register withan agency, your details will be held in their talent pool; coded in such a way that they can match potential jobs to your skills and experience.

Recruitment consultants will tell you if they choose to register you and if they do then administration methods vary.  Some will require you attend an interview inperson.  In all cases you should keep your recruitment consultant up to date with your current situation and update your skills and experience as appropriate.

Recruitment consultants often pro actively try to generate business using the CV’s of good candidates registered in their talentpool.  Make sure you understand how you will be informed if your details are presented to a client.  It could cause difficulties later if you apply directly.

End user clients:

Most companies using progressive recruitment methods are now using online application forms and applicant tracking technology.  “Weeding out” questions during this online process will determine  minimum criteria;such as right to work and essential skills.  Without this, an automatic rejection email will be sent.   This means that when candidates apply on their website, or through a link in an on-line advertisement, a talent pool is automatically created of all candidates who have passed the minimum criteria.

By creating a talent pool companies are avoiding unnecessaryadvertising and administration time. They are also removing the need to pay a recruitment agency fee (often as high as 30% of salary) for somebody who has found them themselves.

Talent pools are not a new phenomena.  Companies have been developing them for years in order to have a ready to draw on group of candidates with the right skills and experience.  In the past they wouldhave been manually kept and filed; now they are automated and electronic.

So be prepared for the fact that when you apply for a job,or log your CV on a job board, you may be making yourself part of a future talent pool. Make sure that your CV and covering letter are specific enough for the role that you are applying to, but also broad enough to appeal to anyone delving into the talent pool in a few months time.

Written by Amanda Marques, Business Solutions Director at PPS recruitment process outsourcing

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