A few weeks ago, a participant to the Bersin/Deloitte Impact Conference
wondered how she could make sure that her talent pool would only include
qualified passive candidates? TalentCircles helps you to address this question
optimally and define what's best for you.
Think twice about what a "qualified" passive candidate might
be.
If the candidate is passive, this means that you may not
have a job for her right away. Consequently also, it may be difficult to say
whether or not this candidate is "qualified." So you may not want to apply
to passive candidates the same criteria you apply to candidates who actively apply for a job.
If you want to attract passive candidates, remain
open-minded. As a rule, an exclusionary strategy may make you miss lots of
people with potentially interesting skills in a variety of business units and you
will fall into the same predicament as what you experience today with too few passive
candidates!
So the question becomes: how to make sure not to be overwhelmed by a large
talent pool. TalentCircles gives you the ability to evaluate your
talent pool along multiple filtering criteria, including:
- Job matching
- Questionnaires, which can be public or private
- Circles, which can be public, private or confidential
- Mass and individual tagging
Job matching
This feature is extremely powerful. Whether or not you have segmented
your talent pool in circles, tagged candidates or selected them through
questionnaires, the job matching capabilities will tell you immediately who in
your candidate pool has a profile corresponding to the job you are trying to
fill with the match percentage. You can also adjust the job matching criteria
at your convenience on the fly.
Mass and individual
tagging
You can tag any individual candidate, as well as bulk-tag
candidates. All the candidates you have tagged will show in any search using that
tag. You can connect and engage with these candidates at your convenience
(alert them on any type of news, event, invite them for video interviews,
webinars, etc.)
Questionnaires
Questionnaires, sometimes called pre-recorded interviews, allow
you to filter out the candidates you attract. These questionnaires can contain
as many questions as you wish and these questions can call for video responses,
text only or multi-choices (with one or several valid choices). You can score
all the responses. Questionnaires can be posted on public social networks, sent
to a selection of candidates or posted in circles. In the event that
questionnaires are posted in public, do not worry if you get hundreds of
responses: TalentCircles allows you to sort candidates by scores.
Circles
When candidates opt into your network, they can subscribe to
one or several public circles of
interest that you have defined and where you engage people on topics that are
of interest to them. For example, a candidate can belong to both a military
circle and a sales circle. Each time, you will post a job, a blog post, an
event, questionnaires or new documents related to this circles these candidates
will be notified automatically.
Not all the candidates in public circles will be equally
interesting to you. So you can run a search on candidates that are of special
interest to you and invite them into a private
circle that only these candidates will see.
There may be candidates that are of very special interest to
you and whom you want to particularly pamper without letting them know how
valuable they may be to you. You can make a search and assign these candidates
into your confidential circle.
Of course, if you want to reduce the size of your talent
pool, you can also decide to accept people upon invitation only.
Managing a large talent pool is easy when your talent acquisition
platform is designed to do so!
