In certain industries, it’s a fact of life that there are people who stay within the field their entire career. In every industry, managing expenses and costs is one of the top priorities no matter what your position is or what department you are in. So how does this impact HR managers who are looking for talent within different communities? Social Media Manager Erin Bazinet has identified three ‘R’s to apply to talent communities in order to connect with candidates and to improve hiring searches, including reducing costs, reusing talent, and recycling prior applicants.
HRO Today: Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide?a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand. Career sites and talent communities are both necessary and valuable in the recruitment process.
So what are the three ‘R’s? Reduce. Reuse. Recycle. These three aspects can help you leverage the long-term value of your community.:
- Reduce - Having a talent community and communicating with members consistently can reduce your costs in advertising jobs – effectively, you cut out the middle man by sharing job opportunities directly with candidates.
- Reuse - Talent communities are effective at reusing past applicants who weren’t necessarily hired, but may still be a qualified match. Targeting job openings to these talent pools is easier if you segment your community by skillset, geography, industry, and/or career interest level.
- Recycle - Many companies find that applicants are often not hired the first time they apply at the company. Talent communities can help you recycle potential applicants by enticing them to stay engaged with your company.
You can read Erin Bazinet’s full article here on HRO Today: Talent Communities