Building a scalable talent network is not an easy task. Not only does it take time and effort, but also a lot of money. In this blog post, Something With Numbers will give you five tips for building a scalable talent network that will help make the process easier for you!
Use the Five Tips to Build a Scalable Talent Network:
- Set clear objectives for your talent network. This will ensure that you know what you are trying to achieve and be able to determine whether or not it is working.
- Create an easy to use, user friendly platform where people can post their information and get in touch with recruiters who want them on their team. Recruiters should also be able to review resumes quickly!
- Offer incentives such as referral bonuses, contests, etc. You’re more likely going to attract top talent if they feel like they have something extra coming out of joining your team.
- Make sure that all members of your team have access when recruiting. So everyone has a say in who comes to work for your company.
- Be patient! Building a talent network is not an overnight process. You need to put time and effort into it, but if you’re willing, the results will be well worth it!
Know your hiring managers
Hiring managers have different needs depending on their roles. For instance, junior hires may need less training on how to post on social media. While senior hiring managers may need more assistance in writing the job description.
Create a standard process
Creating clear documentation of each step will help ensure that every new hire is onboarded correctly and consistently across geographies. Having documented processes also makes it easier for recruiting teams who support multiple business units or roles at once. Ensure that your talent acquisition team has all of the tools they need to get started quickly. So you can keep up with organizational changes. At TMP we have created an extensive training curriculum which includes guidance from our Talent Acquisition Client Manager (TAM) program. As well as access to our internal library of documentation on all things recruiting.
Keep hiring managers in the loop
Your recruiting team should be updating hiring managers on a regular basis. Especially during critical phases of your organization’s work like interviewing and onboarding. By keeping them updated, they will know how to move forward with their own jobs. As well as help you identify any specific challenges or issues that may arise along the way.
Identify the problem.
What is your pain point? Is it not knowing where to find qualified candidates or having trouble reaching out and communicating with them once you do know how to contact them? Figure out what’s holding back your hiring process, then develop an action plan that will help you overcome this hurdle. In other words, identify exactly why you need more talented people in your organization. So that when looking externally there are unknown factors interfering with your process.
Know your audience and purpose.
When you’ve identified exactly what the issue is, it becomes easier to figure out how best to go about solving that problem by knowing who you want as part of your talent network and why they need to be there in order for you to move forward with this solution. For example, if one of the problems is not having enough time during the day between meetings or phone calls. Then creating an email list might help solve that pain point rather than creating another social media account on top of ones already existing.
However, one of the issues was finding qualified candidates. Because no one wants to work at your company anymore due to internal politics then building a talent network through social media would be a better fit. The same goes for finding candidates that are qualified specifically in the industry you’re trying to build up within your company. Because those networks tend to have forums where people can interact with each other and share job openings. As well as tips on how to get started or what opportunities exist outside of their own company.
Build relationships, not just contacts.
This is an important part of scaling any sort of business, including hiring talented individuals into one’s organization. You want these potential hires to feel like they know who you are. So that when it comes time for them to decide whether or not they should join your company. They have a reason to. This means not just updating them on things like what you’re hiring for now or when the next event is happening. But also engaging with your network by asking questions and listening closely to any feedback you receive.
Keep everyone in the loop
One of the biggest challenges many companies face is finding enough quality talent that will fit their existing culture, especially if the company is small. To avoid this, create a process that everyone can follow to help ensure you’re not missing out on any qualified candidates or spending time focusing on the wrong ones.
For example, if possible, have your HR department reach out right away with information about what each person does within the organization and what sort of support they might need when onboarding new hires. So they feel comfortable knowing who will be responsible for them once certain aspects of their job are completed. This way you don’t spend countless hours training someone only to find out later down the road it wasn’t really needed in the first place. Because there was already someone else doing those tasks before anyone took notice which could lead to frustration among current employees as well as lower productivity.
Engage, engage, engage.
The best way to scale your talent network is by being proactive rather than reactive when it comes to communicating with people on a regular basis. So they know you’re there if they need help or have any questions about joining your company or industry in general. This means spending time outside of the hiring process for example participating within LinkedIn discussion forums that are relevant to what you do but also having group discussions where everyone can share their own experiences as well as learn from others who might be facing similar problems down the road. That way even though someone may not be interested now. Because of personal circumstances you’ll at least have them on record and available should anything change later down the line.