{"id":37516,"date":"2023-11-09T15:07:35","date_gmt":"2023-11-09T20:07:35","guid":{"rendered":"https:\/\/www.pcrecruiter.net\/site\/?p=37516"},"modified":"2023-11-09T15:11:09","modified_gmt":"2023-11-09T20:11:09","slug":"leading-recruiters-build-talent-pools","status":"publish","type":"post","link":"https:\/\/www.pcrecruiter.net\/site\/2023\/11\/09\/leading-recruiters-build-talent-pools\/","title":{"rendered":"Why Leading Recruiters Build Their Own Talent Pool"},"content":{"rendered":"\n

That\u2019s because maintaining and nurturing a talent pool with clean and relevant data on people you know \u2013 who are likely to be interested and suitably qualified \u2013 can cut the time needed to source and sift. The time to hire is quicker, placements become more profitable, and your clients get high-quality candidates. <\/p>\n\n\n\n

Leading recruiters build their own talent pools. Here\u2019s why and how.<\/p>\n\n\n\n

Why build your own private talent pool?<\/h2>\n\n\n\n

There are recruiters out there who rely on live searches to fill their clients\u2019 open roles. And that\u2019s fine. But they\u2019re missing out on a future goldmine \u2014 a keyword searchable database of historic candidate data. <\/p>\n\n\n

\n
\"Building
A private talent pool gives you a competitive advantage.<\/figcaption><\/figure><\/div>\n\n\n

When clients come to you with an open role, you can immediately dip into your talent pool to find candidates that fit their needs. It\u2019s also somewhere to store those candidates who didn\u2019t make the cut last time around, as you never know when they might be needed.<\/p>\n\n\n\n

Having your own talent pool makes you more valuable to your clients because it\u2019s where you find passive candidates who are potentially unknown to (or forgotten about by) your competitors. It enables you to stay on their radar even if you don\u2019t have an opportunity for them right now.<\/p>\n\n\n\n

Sure, LinkedIn<\/a> is great for sourcing active candidates, but what about that person you placed years ago? They’re now a passive candidate who may be open to taking on a new position and who\u2019d be a great fit for this new role you\u2019ve been given.<\/p>\n\n\n\n

The truth is that often the person you need to fill a particular role is the person who\u2019s not regularly updating and posting on LinkedIn because they\u2019re not actively seeking a new position.<\/p>\n\n\n\n

How to keep in touch with talent and the industry<\/h2>\n\n\n\n

Keep the message going that you’re in touch with both the industry and the best candidates out there, and you keep your pipeline full of new opportunities.<\/p><\/blockquote><\/figure>\n\n\n\n

You might think keeping connections going with hundreds or even thousands of potential candidates is an impossible task. Even with the best motivation in the world, trying to maintain that many relationships over time \u2014 including many that don\u2019t necessarily end with a placement \u2014 would take time and resources you simply don\u2019t have.<\/p>\n\n\n\n

But by setting up repeatable timed tasks through the Sequencing Tool<\/a> inside PCRecruiter, you can regularly reach out to candidates through automated emails, text, or other scheduled activities. By segmenting candidates or clients, you can maintain a schedule of personalized messaging.<\/p>\n\n\n\n

For example, you might segment candidates by a particular role, experience, and location and send them a regular message to see how they are and qualify their interest. You can also record their response for potential follow-up activity, such as a phone call or sending them a list of roles that might interest them. <\/p>\n\n\n\n

The pay-off may not be immediate, but it could be significant. Imagine one of those candidates becomes a hiring authority themselves further down the line. Suddenly, they\u2019re coming to you with new placements to fill.<\/p>\n\n\n\n

Sequencing can also be used on the client-side. They may not have any open roles right now, but what about in the future? Set up a sequence to send an automatic email after your most recent placement, seeing how it worked out, and inquiring about upcoming roles.  <\/p>\n\n\n\n

Think of it this way. As a recruiter, you are your own brand. Like any good marketer, you need to keep your brand front and center in clients\u2019 and candidates\u2019 minds. Regular, relevant, and anticipated communication is a great way to do that. <\/p>\n\n\n\n

Keep the message going that you’re in touch with both the industry and the best candidates out there, and you keep your pipeline full of new opportunities.<\/p>\n\n\n\n

Fill your talent pool with data from a job board<\/strong><\/h2>\n\n\n\n

The easiest way to get new and updated candidate data into your talent pool and pipeline is through a job board. Even if you don\u2019t currently have any open roles, it\u2019s still a great channel for securely and compliantly collecting candidate data and resumes. <\/p>\n\n\n\n

PCRecruiter\u2019s Job Board module<\/a> offers a clear target where you can direct interested candidates or clients and have them voluntarily send you their details. It\u2019s also much more efficient and streamlined than directing them to your inbox because the data can be directly imported into your database.<\/p>\n\n\n\n

The advantage of capturing candidate data in this way is that you can draw a line on how much data to collect, striking a balance between the quantity and quality of your talent pool. And when the time comes to sell up or retire, you\u2019ll also have a highly valuable business asset.   <\/p>\n\n\n\n

Discover how to use PCRecruiter to build your talent pool and add value to your recruiting process. <\/em>Book a demo<\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

With increasingly AI-driven sourcing tools and a sea of public profiles at your fingertips, it\u2019s easy to overlook the benefits of building your own talent pool. But owning a database of people in your industry \u2013 potential passive candidates, who you already know and who you\u2019ve already background checked \u2013 is a valuable business asset.<\/p>\n","protected":false},"author":13,"featured_media":37536,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[24],"tags":[],"class_list":["post-37516","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry"],"acf":[],"yoast_head":"\r\nWhy Leading Recruiters Build Their Own Talent Pool - PCRecruiter<\/title>\r\n<meta name=\"description\" content=\"Discover why leading recruiters build their own talent pool and how to get it right using PCRecruiter\u2019s Sequencing Tool and Job Board.\" \/>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.pcrecruiter.net\/site\/2023\/11\/09\/leading-recruiters-build-talent-pools\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Why Leading Recruiters Build Their Own Talent Pool - 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