Reaching out to the best professionals in your industry is a great opportunity to build your brand as an employer. But the reality is that in-demand candidates are often in multiple talent pools.
Regular, strategic, high-quality content will warm talent to your company.
Hudson takes a structured approach to candidate relationship management that varies depending on the role type. A senior executive earning a high salary will have different expectations, for example, than a young but high-potential sales representative.
We’ll first ask how they would like us to communicate with them. It could be a phone call, an e-newsletter or, in the case of senior positions, direct contact from a senior executive. For some candidates a quarterly email or half-yearly phone call is enough, plus an annual prompt to update their resume. When seniority is higher or talent is more specialized, it could be a summary of the annual report, a client win or a project update.
Content should be a mix of articles, photos and videos — particularly if you are targeting younger generations.
Clever candidate relationship management technology can monitor how engaged candidates interact with the content you distribute. This can help you gauge their level of interest in your company and the effectiveness of your content. It can also allow you to automatically tailor the frequency of communication to each candidate’s level of interest.
“Prior to building and engaging talent pools, it’s imperative to include key stakeholders in the process. You need to be aware of any policies, restrictions, brand guidelines or strategic marketing initiatives before launching your talent pool communication program. Be sure to secure input and necessary approvals from HR, Legal, Finance, Marketing, Communications and other key leaders so the program runs smoothly.”
—Rebecca Valladares, Senior Vice President of Relationship Management — Hudson
Need help with talent pooling and candidate relationship management? Contact Hudson RPOGet In Touch