Losing quality applicants because they don’t fit your current openings is a common talent acquisition problem. You need to nurture relationships with interested candidates, keeping them engaged with your organization until the perfect-fit opening comes along.
What’s the best way to do this? Talent communities.
Talent communities are a powerful tool for retaining candidates who have expressed an interest in your company and engaging with them over time. Hiring from this pool decreases the time to fill because these candidates are further along in the selection process.
An active talent community is a must-have for building relationships with great candidates even when you don’t have the right position available for them. And what motivates a candidate to join your talent community? A strong employment brand.
Tips for building brand-based talent communities
If you have a strong employment brand, high-quality candidates are more likely to join your talent communities. They are more willing to wait for an opening with a company with whom they feel an affinity.
Your talent communities will serve as a valuable extension of your brand. They will sell your company culture and identity, giving candidates a sense of who you are and keeping them engaged with you.
Here are some tips for building effective, brand-based talent communities.
1. Keep the message consistent
No matter where a candidate interacts with your brand, the message they receive should be the same. This way, there will be no question about what you stand for, what you offer employees and the type of experience they can expect as a candidate.
2. Don’t let talent communities become stagnant
Content must be dynamic or candidates will lose interest. When messaging is creative, informative and aligned with your brand, members of your talent communities will say, “I can see myself working here.”
3. Optimize for mobile devices
For mobile users, keep forms short and simple, and keep your messages short but personable. Use video and avoid long paragraphs.
4. Be proactive, not reactive
Talent communities are the best means of keeping quality talent interested in your company, even years before you may need them.
A global research firm, for example, hires candidates who must have at least two or three years of experience. The company invites recent college grads to join a talent community designed for them and to sign up to receive regular communications, such as a newsletter with company updates. Once candidates have gained the requisite experience, their recruiters are ready to talk to engaged, informed and familiar talent.
For more information about building an effective talent community based on your employment brand — and how to solve other common recruiting problems — download the 5 Talent Acquisition Problems Employment Branding Can Solve eBook now.