Talent Management: Talent Communities: The Next Generation of Employee Recruiting and Sourcing

ADP Research Institute®

Talent Communities: The Next Generation of Employee Recruiting and Sourcing

This insight is from: "Best Practices in Employee Recruitment"

Employee recruiters understand that passive candidates - those not actively looking for a job - require sophisticated sourcing. However, even today’s special sourcing methods guarantee little more than a list of names and details. It’s what an organization does with this information that makes a difference.

A recent white paper published by The RightThing, LLC, an ADP® Company, examines some of the best employee recruitment practices. One such practice suggests connecting with passive candidates by creating a talent community which requires a process and a platform.

Employee Recruitment Is Aided When You Create a Talent Community

A talent community allows members, primarily through various forms of social media, to freely exchange ideas and information about topics ranging from career advice to feedback on employment opportunities. Communication is two-way. Interaction is real-time. While hiring results from talent community engagements can take years, chances are a new hire emerging from a talent community that your organization establishes will arrive with great insight into your organization.

What to Consider When Building a Talent Community

Before building a talent community, the recruiting and talent management teams must be in sync, understand the current talent inventory, and be able to predict the volume and types of talent needed over a two- to three-year period. Once strategic growth is understood, it can be translated into a tactical plan.

View your talent needs by volume, type/categories, and locations.  Segregating talent by “buckets” allows for targeted messaging to passive candidates, and viral distribution to other individuals these candidates know – via text messages, job distribution, video, and other methods. As viral distribution gains momentum, you continue to build your own opt-in database of candidates.

Improved Talent Acquisition Processes Emerge from a Well-Structured Talent Community

Each organization has unique talent acquisition needs so it is critical to take time to plan your talent community strategically. For example, take a comprehensive approach to communication that considers candidate demographics by orchestrating social media, paid-for click advertising, and your corporate careers site.

Consider hiring an experienced contact relationship manager (CRM) who can build a database with sophisticated capabilities to identify specific criteria. For example, Gen Y candidates rarely retrieve email messages, but have a mobile open rate of between 75 and 80 percent. Consequently, you will want to communicate with this audience via mobile messaging.

Remember that keeping passive candidates actively engaged with your organization through your talent community requires content that can be adapted and disseminated through social media, such as the LinkedIn® community and Twitter® feeds.

An Expanded Employee Recruitment Net Is a Big Talent Community Benefit

One of the chief benefits of a talent community is its multiplier effect – rapid and easy access to passive candidates and their networks, which, in turn, can help engage others in an active conversation with your organization. Over time, this can bring you a large volume of candidates in a low-cost, highly efficient way.

Read the white paper to understand how a talent community allows cost-effective leveraging of your organization’s corporate careers site and networks without paying candidate referral fees. A successful talent community may also lessen the pressure on legacy tools such as job boards and traditional postings.

Talent Community Challenges Include Resources and Infrastructure Support

Building and maintaining a talent community, foremost, requires resources. In a cost-conscious environment, this can be a concern. But costs can be controlled by managing the flow of information.

Another challenge presented by talent communities is ongoing infrastructure support. A robust, well-managed infrastructure allows for very specific delivery of information to select candidates, such as sending a video job ad to candidates who fit the profile for a particular position, but building and supporting this infrastructure is essential.

In addition, you may be able to leverage existing resources within your organization. For instance, many companies already have social media teams in their recruiting organizations. They essentially build candidate databases without calling them talent communities. From an added-value viewpoint, building and supporting a talent community takes the employment of social media to the next level, complete with infrastructure and the opportunity to chart success.

Talent Acquisition Using Talent Communities Should Include Success Metrics

For some employers, it has been difficult to measure the effectiveness of social media tools in the recruitment process and quantify their return on investment. By building a talent community to engage qualified passive candidates, your organization is better positioned to quantify the success of its social media recruitment efforts. Although the ROI may require an extended commitment, a talent community opens the door to favorable outcomes: qualified employees that already know your organization and are more likely to be a good cultural fit.

*A complete list of sources and citations can be found in the full report.

About This Report: Subject matter was developed by The RightThing, LLC, an ADP® Company, a division within ADP specializing in Recruitment Process Outsourcing (RPO).

Keywords: HR Management, Talent Management

Business Types: Research for Midsized Organizations, Research for Large Organizations

Roles: Research for Human Resources Professionals

Best Practices in Employee Recruitment

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