Hiring is hard, that’s a given. What’s even harder though is making hiring decisions that help your company long term.
Hiring is traditionally pretty transactional. You have a job, you post an ad, you fill the role. Simple.
This results in a pretty reactive process though. You don’t have any sense of where the next 1-100 that you need to grow your company are going to come from. Imagine how you’d react if your VP of sales told you that he had no idea where future deals were going to come from…
Talent pools have emerged as a great way to help companies pipeline for the future and make hiring a key part of their business.
What are talent pools?
Talent pools are lists or groups of candidates that aren’t currently in your application process. These are people that you’re keeping an eye on (and ideally nurturing) for future roles.
Do you need a new platform for this?
Technology is an enabler, never a fix all. A shiny new solution will never fix a broken process.
If you’re interested in making hiring a core part of the business though, and getting proactive about bringing onboard the best talent, CRM software that helps you create talent pools can be a great fit.
Your applicant tracking system (ATS) is a repository for applicants and manages the application process. It can’t help you manage and nurture all of your other relationships. These could be candidates that you’ve sourced, leads from events or unsuccessful applicants that you want to re-engage. Quite often you literally cannot get at these people…
As a result, many talent teams rely on spreadsheets to handle this data. Spreadsheets are great for accounting, but they’re terrible for recruiting.
You have to manually update everything, you don’t get any insight into candidate relationships, and they’re not searchable. Recruiting teams lose valuable time with manual work and risk providing a poor candidate experience as communication with candidates slips through the gaps.
If you want to get the best talent in today’s hiring market, you need to put the candidate at the heart of your process. You need to focus on building relationships with candidates, some of whom may not be a fit for roles you have open right now, and make sure that every touchpoint they have with your brand moves the conversation forward.
CRM technology is pretty ideal for this, (there’s a big reason your VP of Sales wouldn’t be able to survive without his CRM), but it’s more about a mentality of putting hiring first.
If you’re interested in learning more about Beamery and how we’re trying to solve this problem you can learn more on our website.