Let’s face it, it’s easy to say you’re going to build talent pools filled with passive candidates—but it’s hard to actually do. And it’s even harder once you’ve built a talent pool in your area of need to figure out what to do next. You know how to recruit, but what do you say to a talent pool filled with passive candidates who aren’t ready or willing to buy into the positions you’re selling? This webinar features: - A simple definition of what a talent pool is, how you organize it in your ATS, and how to manage the concept of “opt-in” to the people you include in that talent pool. The definition of who gets included and “opt-in” is important, because you’re gong to broadcast a bit over time– which will feel different (in a good way) to candidates included in the talent pool. - A checklist of information you already have access to in your company that those passive talent pool candidates would love to hear about. It’s a checklist! All you have to do is go find the info we list and you’re golden. - Data on best practices in thinking like a marketer (do you use email, LinkedIn, snail mail, SMS, etc.) to engage your talent pool– without looking like a stalker. - Grand Finale: we’ll deliver the top 5 ways to engage talent pools – and for each engagement method, we’ll list what the communication looks like, where to find the information and why doing it the way we recommend is the best practice.

1. 5 Easy Ways for Recruiters/HR
Pros To Engage Talent Pools
<Without Looking Like a Complete Stalker>

2. How to Participate Today
•
Open and close your Panel
•
View, Select, and Test your audio
•
Submit text questions and join in
the conversation in the questions
box
•
Q&A addressed at the end of
today’s session – please ask them in
the questions box
•
Follow on the back channel via
Twitter using the hashtag #Jobvite
#Jobvite

3. Presenter Info
•
•
•
•
Kris Dunn
CHRO at Kinetix (RPO, Recruiting)
Founder of Fistful of Talent , The HR Capitalist
Hoops Junkie
#Jobvite

6. #Jobvite

8. What the Heck Is a
Talent Pool?

9. The Definition of a Talent Pool
• Talent Pools are a collection of
recruiting contacts separated
by specific disciplines and
other factors
• A cohort of
candidates/employees
selected for various criteria
they share in common – for
example, functional
area, expertise, language, etc.
• BROADER – any one you want
to connect with so you can
communicate with them over
time as a means of influencing

10. Who Cares?

11. You Should Only Care About Talent Pools If:
• You ever want to make
key hires without starting
from scratch every time
• If you want external
referrals that are high
quality and qualified by
the referral party on your
behalf
• You have trouble
recruiting for a specific
skill set in a specific
market

13. The Definition of Opt In
• Opt-In refers to permission
given by individual for a 3nd
party to communicate directly
with them in the future
• Marketers deal with this every
day
• Good news for you as a
recruiter – if someone has
connected with you via ATS
submission or LinkedIn/Social
connection, you’ve already
received a form of Opt-In

14. Example of How ATS Systems Help Prep You
For Talent Pool Communication <Jobvite>
Jobvite Refer
Jobvite Engage
Leverage everyone’s
social connections for
faster, higher quality
hiring
Supercharge your
sourcing power when
you build a talent pool
Jobvite Hire
Revolutionize the way
you track
applicants, from
requisition to hire

15. The Jobvite Customer Reach…

17. #Jobvite

18. The Assumption…

22. 5 Pieces of Info/Content You Have Access
To That Drives Talent Pool Interest
1. The professional grade
quality of your people in
similar roles
2. Things potential peers are
working on
3. A commitment to learning
and development
4. Trench stories that indicate
you don’t suck
5. Eye Candy/Photos/Videos

24. A GREAT EXAMPLE
TRANSPARENT AND AUTHENTIC
LIKE CRACK TO TALENT POOL CANDIDATES

27. #Jobvite

28. THE FORMULA:
<btp+cm>=ce**
**build talent pools+content marketing=candidate engagement

29. Tools a Marketer Would Use to
Leverage and Influence Talent Pools
• Nothing works without quality
content
• Once quality content is there, focus
of marketers turns to
distribution/promotion, which leads
to engagement with your brand.
• Best distribution/promotional tools
for recruiters include:
–
–
–
–
–
–
Email
LinkedIn
Social
Live events
Text
Snail Mail
• Which ones can be delivered by your
ATS/LinkedIn or Social Accounts?
• Trends…

31. #Jobvite

32. BOOM!!
The Top 5 Ways To
Engage Talent Pools

33. FIRST: Some Notes On The Thought Process Behind
the Top 5 Ways to Engage Talent Pools
1. The list assumes you’ve already built
talent pools and know who you’re
targeting
2. Remember the formula – btp+cm = ce?
This part is focused on “cm” or content
marketing.
3. Use our list of the 5 Pieces of
Info/Content You Have Access To in
order to build our engagement tools.
4. Our list of the Top 5 Ways to Engage
Talent Pools includes a content
strategy, notes on why it’s important
and notes on how to deliver it to
candidates.
5. We’ll list the Top 5 in order, from the
simplest to hardest to deliver.

34. Strategy #1: Map and Develop Consistent Content
Related to What’s Going On In Your Company
•
The simplest of all the Talent Pool strategies, you
commit to creating “x” content pieces per week
and do it
•
Use the 5 Pieces of Info/Content You Have Access
To to build unlimited content pieces to share with
your talent poo(s)
•
Why it’s great: You have lots going on to feature
•
Why It’s Hard to Do: It takes time and you might
need someone who can write
•
How To Deliver: via a company blog that’s linked to
your careers page
•
Weakness: Assumes talent pools are checking your
company out regularly, which is incorrect
•
Best used in combination with some of the talent
pool engagement strategies to follow (see content
streaming and email newsletter)

35. Strategy #2: Content Streaming on Social Media with
Social Mentions
• Simple strategy – you are the aggregator and
curator of content that your talent pool would
find interesting (sets you up as expert)
• Content can be 100% external to your
company or a mix of external and data in
Strategy #1
• Set a goal to stream “x” number of articles per
day, add your comments to them
• Deliver and distribution happens via LinkedIn
and other forms of social media (assumes you
have talent pools built in those)
• You can aggregate the best article shared for
content points in later strategies
• To target specific members of a talent
pool, use social mentions in each share
• See Social Hygiene whitepaper for best
strategy (Feedly to Buffer)

36. Strategy #3: Featured Player
• Give the gift of recognition
• Recurring program that features a member of
the external talent pool in question
• You ID one member of the talent pool per
month and feature them as an expert
• Ways to create the profile or content include
Q&A, 10 Questions with “x”, a written profile or
an audio or video interview
• The impact – you’re creating authority for both
your company and the talent pool member
being featured
• Allows the talent pool to connect and learn
from and about each other
• Implied impact – you’re grabbing authority for
your company, and it’s implied that if you care
enough to sponsor the series, you must be a
decent place to work

37. Strategy #4 – An Oldie, But a Goodie.
A Newsletter Focused on a Specific Talent Pool
• Newsletters are powerful, especially when
used to focus on and target engagement with
specific talent pools
• Simple path – use the content generated in
strategies #1, #2 and #3 and #5 to complete a
monthly newsletter focused on specific talent
pools
• Mixture of things focused on talent pool and a
broader view of your company (think 3:1
ratio)
• Naming counts – spend time on that
• Do a slick HTML version
• Distribution – happens through email, with
digital version available to promote on Linked
in and other forms of social media

38. Strategy #5: Vanity Project
(Senior Level Talent Pool Engagement)
•
To this point, we’ve shared content and used email
marketing and social to distribute
•
For the last strategy, you’re going to create your own
vanity group of people with same skills, profession or
career interests to engage a talent pool
•
You create and name the group (example, Newark
Number Crunchers, etc)
•
Once named, as curator of the group you develop the
strategy for how the group communicates, what the value
prop is in joining (think learning and development, when
it meets online and/or in person)
•
Once you have your platform description in place, you
market membership to your talent pool and even jump on
the phone with interested parties to tell them your goal in
doing it, which is to give the gift to the pool
•
Create a monthly list of activities and be consistent
•
Distribution – live events, email, social, LinkedIn groups,
webcasts
•
Make membership exclusive

39. #Jobvite

40. #Jobvite

41. Kris:
kdunn@kinetixhr.com
www.fistfuloftalent.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn
More info on Jobvite:
xxxxxx
xxxxx@jobvite.com
Twitter: @jobvite