A big problem facing companies these days is building talent pools to tap into to fill the different types of positions available. While building large pools of talent is a difficult task to find, it is even harder to access the talent that will enhance business growth.
The good news is that acquiring high-quality talent pools is entirely achievable. The perfect candidates are most of the time people within your reach. Read on to find out where to look for them.
Promote internal talent
To build a talent pool that will help your business grow, you must first look at your existing talent pool. Considering your current talent pool also means assessing the abilities of people in roles different from those that are vacant and being willing to provide training.
A great program you could offer current employees is 6Sigma’s Lean Six Sigma training which will teach them managerial skills and how to work effectively. 6Sigma President Peter Peterka also has over twenty years of experience using Lean Six Sigma methodologies. This course will therefore offer concrete solutions, whatever your sector.
Do not exclude former candidates
Past candidates are a valuable resource for building strong talent pools. Indeed, if you consider that out of 10 people you interviewed, at least three or four could be as good as the person you hired. Additionally, while these individuals could work elsewhere, they are currently learning valuable skills and gaining experience in their current jobs.
Another reason past candidates, especially those who have made it to interviews, are crucial to improving growth is that they get a feel for how your business works. A lot of time and resources have been spent bringing them to the stage. Your recruiters have also seen in these candidates a potential that can be beneficial for the company.
Investing in future talent
Most companies are looking for talent because they need a position filled immediately or in a shorter timeframe. This causes them to lose access to candidates who may fill positions that the company will have available later or to interested people who are not yet ready for open positions.
Keeping in touch with these people will facilitate the continued growth of your business, as it will be easy to adapt to new business demands. Giving interested candidates time to gain experience or further education will make your company attractive to job seekers. They will know that your doors are always open and this will make your talent pool huge.
Form a community
Forming a community can keep people interested even if they are not ready to apply for a position but hope to reach out in the future. To give you an idea of the size of this talent pool, consider the number of students studying for positions you have or may have in the future.
Keeping this demographic of interested people up to date through your community can help them know what is expected of them and what to expect from you. Using this information can help them prepare for your workplace ahead of time, resulting in a higher quality talent pool to choose from.
Maximize social media reach
Social media can do wonders for building awareness of your brand with customers, just as it can attract potential employees to your business. When contacting potential recruits, you can do better by sticking to social media platforms focused on professional topics like LinkedIn.
General social media platforms such as Twitter, Facebook, and Instagram can open up whole new pools of talent to you that may not yet be found on topic-based professional platforms. However, using social media to expand your talent pool will still require you to curate your content, but you’ll need to make sure it’s engaging.