We know that (almost) no recruiter is happy with ad hoc sourcing. Because while sourcing means that you do everything you can to find the right candidate through all possible channels, ad hoc means that you still have to fix this at the last minute. This often causes a lot of stress and time constraints. It is also a time-consuming activity, making passive contact with job seekers impossible. And that while these candidates may be a much better match for your search! As if enough disadvantages have not already been listed, we have one more for you: maintaining appropriate contact with the hiring manager and candidates becomes very difficult. How can you be ahead of this situation at all times? By creating talent pools or talent maps! Read all about these solutions below.
So what do we actually mean by talent pools? With talent pools you create a file in advance that contains all your perfect candidates. It is important that you estimate which vacancies will become available in the near future and you then look for the right professionals for this. If you accurately contact these candidates and ensure that the person concerned sees the added value of your talent pool, you're in! This way you assure yourself of good talent and you can deploy them when the time is right (read: when the client asks for it).
- You create commitment with candidates;
- Maintain consistent contact easily;
- You can already prepare the candidate for the position;
- You improve your candidate journey!
- Chance of mismatch is minimal;
- Time per hire decreases;
- Lower gradient.
- Latent connections, because candidates are often not looking.
How do you do that exactly?
As we have already mentioned above, it is important that you estimate which vacancies will become available. After this you spend hours (just kidding, in your case twenty minutes of course) mapping out the perfect candidate for the job (talent mapping is extremely useful for this, we'll explain this to you in a moment). Then it is also important to study the corporate culture in order to determine your added value. Your sales pitch is what will convince your candidate.
If we are already talking about the sales pitch, we would like to say that communication is everything. Think carefully about how you are going to persuade the candidate! When the professional accepts your offer, you want to maintain contact with him or her in order to guarantee the perfect match. This can of course also be done automatically, with an ATS system (such as that of OTYS), so you no longer have to worry about response time or an e-mail that has been lost.
Tips for building a talent pool
We also have a few tips to help you on your way. Like how it may be useful (as mentioned above) to automate, to keep communication as efficient as possible. This way you can automatically send updates and automate recruitment. What a wonderful world! Finally, promotion via social media channels is useful for getting everyone to your talent pool.
Creating talent maps is another way to improve your sourcing process. These talent maps (literally) map which talents you already have at your disposal and how you can further develop their capabilities. This way you highlight the perfect candidate and ensure that you can drag him or her in!
- You can source effectively;
- You know exactly who you are looking for;
- You can zoom in on characteristics or capabilities;
- And so you have a better chance for the perfect match!
- It will take you some time and effort.
How do I do that?
You start by analyzing the current situation: the turnover and the outflow within the organization, in order to estimate where the most demand arises. Then study the organizational goals of the company carefully and try to find out which talents you need to realize those goals. This way you make the candidates (data) visually transparent and you can emphasize individual characteristics. It is useful to have conversations with current employees to investigate what binds them to the organization and where their needs lie.
Automate your sourcing process
Besides the fact that sourcing is faster when you automate the process, automation also ensures that there is no particular bias. In addition, you can search on multiple platforms at the same time and this saves you a lot of time. For example, you can use Recruitment Accelerator to perfect your vacancy texts and use Recruit Robin if you really don't want to do anything more than just give a search (hint: everyone wants that). They will find pre-screened candidates for you in no time. You can then use Hunter to look up the e-mail address of any professional, and Crystal Knows will even estimate your candidate's character . This way you can say exactly the right things to the candidate. Calendly can view your agenda and the one of your candidate, and thus find the perfect moment to meet. Grammarly will then that spelling mistakes are a thing of the past.
If we have to summarize the above text in a few sentences, we can say that Ad Hoc sourcing has had its day and the future lies with talent pools and maps. Automation can also lend a hand (or several hands) with this. Which methods will you use?