5 Ways Talent Networks Enhance Your Recruiting Strategy

April 25th, 2017 Comments off
talent networks

How many times have you been browsing Amazon and put something in your cart, only to abandon it before you actually make the decision to buy? Job seekers do the same thing when it comes to applying for jobs. Many will go to a company’s career site because they are interested in the company, but not quite ready to apply. So what do you do to keep interested job seekers from leaving your career site – and out of the possibility of future employment — forever?

Two words: Talent network. A talent network is a database of job candidates who have shown an interest in your company. If candidates are not ready to apply — or even if they are — they can join your talent network to receive ongoing communication (via email or text) that enables them to learn more about your company, job openings and other career-related information. By enabling high potential candidates to join your talent network without the pressure to apply, you keep them from slipping through the cracks and keep them engaged for the future.

But that only scratches the surface regarding the benefits of talent networks. Talent networks help you:

  1. Capture candidates before they drop off. It’s rare that a candidate finds a job he or she likes and completes the (often long) application process right away. It’s even rarer for a job seeker to continuously check back on a company’s career site to see if any relevant positions have opened up. Therefore, giving candidates the option to join a talent network in just a few simple clicks can keep them engaged and interested for the long haul.
  2. Save time recruiting. Talent networks enable you to build a pool of interested candidates so that when you have a position to fill – today, tomorrow or even a year from now – you don’t have to create a job ad, post it and wait for applications to trickle in. You can simply go directly to your talent network and source from there.
  3. Save on recruiting costs. With a talent network, you can save money that would normally go toward advertising and recruitment marketing because you’ve already done the groundwork to get candidates interested in your opportunities. And because you can get to work recruiting right away (as mentioned above), you’ll save on costs associated with time-to-hire, such as lost productivity.
  4. Improve the candidate experience. Talent networks do not just benefit companies – candidates reap benefits, too. Not only are they the first to find out about new positions that are relevant to their skills and interests, they also save time going back to your career site and searching for job openings, because the jobs come directly to them – via email or text. Also, talent networks are all about engaging candidates and keeping the lines of communication open, creating a more personal experience that candidates rarely get from companies today.
  5. Get a better quality of hire. Candidates in your talent network are individuals who are truly interested in your company and excited about working there, so they are engaged before they even start. They also take the time to learn about your company, understand the culture and decide for themselves if they would be a good fit. Because hires from your talent network tend to have a deeper knowledge of your company, there is no “buyer’s remorse” once they have joined the company.


Ready to experience the benefits of a talent network? Check out Talentstream Engage: Fill Your Candidate Pool Quickly with Engage as Your Career Site


No Peeing in the Talent Pool

August 26th, 2015 Comments off
No peeing in the talent pool

Talent pools. Talent communities. Talent tribes.  I don’t care what you call them — just find me some talent! 

A few years ago, talent acquisition folks got all hot and heavy in regard to “talent communities”: this idea that your organization should gather similarly talented people into a social community and engage them with each other and with your own awesomeness. Conceptually, it sounds really good.

In practice, it reminds me of a community pool.

When I was a kid growing up in the city, we couldn’t wait for the public pool to open each summer. It was the only free entertainment for us Latchkey kids with no Internet. We all knew the little kids — and probably most of the big kids — were peeing in the pool. It didn’t stop us. We disassociated the small amount of pee with the large amount of water and made the decision to jump right in!

Candidates don’t make this mistake.

Candidates assume you pee in your own pool, and they don’t want to join in your urine-soaked fun. They have choices, and most will choose to swim in a pee-free pool.

What is your “pee”? It’s the lame marketing messages you send within your content. This kills your talent communities.

So, how do you fix this and get candidates interested in you? three things to consider:

  1. You may not need a talent community. What you need is a great CRM tool that can engage candidates for you, without you doing the work. Let’s face it: Most candidates don’t want to be in your pool, but they do want to know when you have openings. They are willing to hang around the pool; they just don’t want to jump in until they’re sure the water is just right. They want a talent network, not a talent pool.
  2. Start thinking about where the talent you seek is hanging offline. Yep, I love online recruiting. It’s fast, and it can be easy, but as the labor market tightens, the pool you’re trying to swim in will be packed. It’s time to find some old swimming holes. You know, the ones all the folks online are forgetting about!
  3. Surprise your audience. Think like a marketing professional. Traditional ways of attracting talent didn’t stop working; you just stopped using them and invested all your dollars into online tools. I keep joking that 2015 will be the year of the billboard in talent acquisition because they work! Ads that run in movie theaters before the show start actually work. Are they silver bullets? No. But they should be part of your strategy.


Finally, you need to leverage your employees, your retirees and your organizational alumni. Have you ever hung out with some retirees from your company? They love to talk shop. They also love to tell their family about your job openings, and advise them on how they should apply. We write them off as has-beens. In reality, they are probably your single biggest fan base, and you totally ignore them! You have hundreds of retirees who would love to recruit for you. You just need to ask them to help.

Trying to wrangle a bunch of talented people and keep them engaged — when they don’t work for you — is an exercise in futility. The content you need to create and deliver on an ongoing basis is extremely difficult to develop and maintain. Applicants and candidates want to learn more about your organization. It’s time for talent advisors to make it easy for people to swim in your company’s talent pool without worrying about what’s in the water.


Throughout the month of August, our resident talent advisors are discussing issues around the biggest recruiting issues right now and getting you ready for CareerBuilder’s Empower 2015. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions, and find out more about Empower 2015 here.

Upgrading Your Employment Brand — and Your Technology

July 1st, 2015 Comments off

Megan Elmore, an expert at employment branding, has been at GDH Consulting for eight years. As a marketing manager focusing on social media marketing and Internet recruiting strategies, she’s very aware of the up-to-the-minute changes in the staffing and recruiting industry.

Recently, she ushered in a major overhaul to GDH Consulting’s website and in the same year, GDH Consulting was awarded with Inavero’s Best of Staffing Client and Talent accolades — making Elmore the perfect person to discuss how the staffing and recruiting industry has adapted to technology, and how this will shape the industry’s future.

Creating an award-winning community

As GDH Consulting celebrated their 14th anniversary this past May, now is a great time to reflect on the growth and success they’ve seen in that time. After all, winning Inavero’s Best of Staffing Talent award for the fourth year in a row and Best of Staffing Client award for the sixth year in a row means that GDH Consulting is doing something right. It’s clear that their employment branding and hiring strategies are resonating with their audiences, but what exactly are they doing that is leading to such high client and candidate satisfaction? Says Elmore:

“Mostly, we attribute our success with clients to how we’ve invested in our consultants. We created a Consultant of the Month award as part of our Consultant Care program to ensure that our internal team is getting all the support and motivation they need to do a great job. We also give our sales team all of the training possible to ensure consistent marketing and messaging. And we give our recruiters all of the tools and resources possible; we ensure our consultants are supported.”

All of these resources and supporting efforts are creating an expert community working toward a common, award-winning goal.

Becoming more approachable, more accessible

Plenty of staffing firms would see six sequential years of awards as a reason to stay the same—but GDH Consulting noticed an opportunity to change and grow. So what inspired a rebranding and building out a new website, engaging blog and social media presence? As Elmore says:

Our perception and brand online didn’t match who we were. And as job seekers are doing more research online, as well as employers, we needed to update our look. By rebranding, we focused on becoming a more transparent company and hosting all the information you’ll need, using partners’ tips and trends to educate our candidates and clients.”

The newly launched website coincided perfectly with the incorporation of CareerBuilder’s tool, which creates a pipeline of candidates who can express an interest in working at your company, and makes future hiring easier and more organized.

We implemented Talent Network and the new site at the same time and saw a huge uptick in site traffic. Week over week we started seeing more and more potential candidates we hadn’t seen before. Together with that and our brand overhaul, we were able to communicate to job seekers very quickly and clearly who we are. We’ve seen higher traffic to the site and sign-ups with our Talent Network.”

Adapting standards to industry demands

It’s no secret that the Internet has substantially changed how talent is recruited, and Elmore emphasizes that mobile technology is the next wave of accessibility for staffing and recruiting to adapt to. “Applications tend to drop off within websites if they’re not mobile friendly, and you can lose the candidate altogether if you’re not currently hiring — unless you have a Talent Network.”

Retaining that visitor to your website, and giving him or her every opportunity to express an interest in your company is how you access hard-to-find talent. This is one of the few ways to capture passive job seekers who have in-demand skills and may be looking to see if the grass is greener elsewhere.

It is also critical to offer as much information — through social media, company websites and other portals — as possible. Primarily in IT and engineering, Elmore says:

More of these candidates are looking at consulting work, and doing more research on their own to make a decision. But you can still have a crucial role in that decision by offering them that information. Candidates want to see the size of companies, tips and trends that are relevant to their specific role, and what it’s like to work with a staffing company.”

Bottom line? The more information you can provide to candidates online, the better. Recent candidate behavior research shows that the average job seeker uses 18 different sources when searching for a job — a steady increase from previous years that reinforces the idea of the consumer candidate.

As Elmore concludes:

Recruiting has evolved so much. When I started recruiting, the social networks for business were nothing like they are today. The data mining and Recruitment Edge advancements that CareerBuilder offers are crucial in getting all of the information we need. This data also gives us a key advantage over our competition as well since it enables us to educate and answer our clients’ and talent’s needs, too.” GDH Consulting understands that in order to exceed client and candidate expectations, they must utilize the most up-to-date data and technology to stay competitive.

Learn more about CareerBuilder’s Talent Network Solution,
your always-on recruiting engine, by signing up now to stay in the loop.

How to Fill Your Talent Community With Brand Fanatics

June 17th, 2015 Comments off
How to Fill Your Talent Community with Brand Fanatics

Does anyone remember the Coca-Cola rugby shirt from the 1980s?

I can remember buying one during the summer between ninth and 10th grade. I wore it to the first day of school, and I felt so freaking cool. Believe me, I was going to rock the tenth grade!

I had the green Coca-Cola rugby shirt, and most were red. It meant that I was in the know: part of a select group of people who understood fashion trends in 1986. I would see some others wearing Coca-Cola shirts, and we would lock eyes and know that we were a few of the ones who truly understood 1986 fashion trends.

Unfortunately, Coca-Cola clothing was only cool for about thirty seconds. Then it was over. The modern equivalent of the Coca-Cola fad is Lily Pulitzer or Vineyard Vines. Who buys this stuff?

Pre-fabricated, inauthentic talent communities are the Coca-Cola rugby shirts of talent acquisition. They exist for people who have more money than wisdom. Busy and frustrated talent advisors hope we can instantly create a group of fans who will want to follow our every move and apply for an open position with our company. These fans will then get the opportunity they’ve always been dreaming of: to come to work for the “brand” they love.

A real talent community is about giving the true fans of your brand an outlet. It’s a place for two-way conversations; a place where you can give your fans the inside information as to what it’s really like to work there and where the brand is going in the future.

True fans are what make your talent communities work, and they love the brand beyond logos and the “hip” factor.

I do not believe talent communities are for every organization. Most organizations go for big numbers and try to inflate their talent communities, which is why most talent communities never gain any traction — and fail. You have to have real fans. Otherwise, you’re just informing a bunch of people who want a job with your company stuff about your company.

That isn’t a community. That’s just marketing.

The key to great talent communities is that you let them grow organically. Ask your craziest, most loyal employee to run the talent community. You know the type. Find employees who would tattoo your company logo on their butts if you had a tattoo artist in the lobby doing free butt tattoos. If you find those employees, give them a voice. They’re the authentic, awe-inspiring men and women who will lead a great community.

It also helps if you find a leader of your talent community who likes to wear kelly green Coca-Cola rugby shirts. I hear they are totally sweet!

Throughout the month of June, our talent advisors continue to dish out their best advice on effectively managing your talent and helping them thrive. Learn how to stay ahead of these HR trends, and take a look at why mobile recruiting isn’t for everybody.