This post is the first in a series on what a Live Talent Community is and how to use one to drive greater recruitment productivity, quality of hire, and candidate experience.
For years LiveHire’s been helping companies of all industries and sizes solve for an interesting sourcing and recruitment challenge;
How to build a truly “live” Talent Community for all your hiring needs, that is easier than your current “reactive” recruitment process (advertise, apply, review, reject, repeat), yet provides higher quality talent, for every role, every time, as soon as you need them.
Qualified, interested, available. On-demand.
Sounds like a dream right?
Well, in this series on Talent Communities, we will share our learnings, the mistakes we made, the insights we gained, and ultimately the success we now have every time we help a new client, so you can apply it directly to your business.
It’s the concept of a truly “live” Talent Community, organised into Talent Pools covering all your roles, with the objectives of:
1. Reducing time and cost to hire.
2. Increasing quality of hire.
3. Reducing the administrative parts of recruitment you hated but thought were necessary.
4. Dialling up the human engagement and candidate experience you thought was too hard, yet always wanted.
Today’s post is just an intro really, and before we get to the actionable parts in the series to come, we wanted to cover off just one key thing:
What is a Talent Community!?
There’s a lot of confusion in the market with this on-trend phrase, so it’s always best to start with your objectives and the reasons we started building Talent Communities:
We wanted to provide an ongoing connection to live, available and quality talent on demand whilst reducing the time and cost to hire new talent.
By “available” talent, I don’t just mean unemployed or “active”, though you’d be surprised to know there is no statistical difference in performance between hiring passive and active candidates.
We wanted to provide a much more transparent, human, and memorable experience for candidates, turning them into advocates for your brand.
Many people think a Talent Community should be where you share “interesting” content and company information and news with people, to keep them engaged so you can hire them more easily.
This is a fallacy.
In that instance you’re not creating a Talent Community for hiring, you’re creating a subscriber list who ultimately tune out of your spam unless it is seriously engaging. Your technology for brand content sharing of company news should be very separate from your technology for hiring people. This article here explains the reasons for it really well.
Besides, platforms like LinkedIn and Facebook are perfect for sharing your brand content, because people check into these platforms daily, and specifically for this reason. If you do not have a free Facebook and LinkedIn page for your company, you should create them immediately, don’t be afraid to start it. In the coming lessons, we will go into more detail on how to optimise your social pages to attract talent into your private Talent Community platform ongoing, where you can build meaningful one-to-one relationships in a more human way.
In the next post, we’ll discuss what the optimal Talent Community size is for your business.
Hint, more is not necessarily better!
That’s all for now, in the meantime if you want to prepare for the coming posts, you should start your own Talent Community now for free.
You can read and share the Getting Started with Live Talent Communities Guide here.
If you don’t want to wait for the future posts, you can subscribe to the Talent Community Academy email series to receive this knowledge faster.