TA is fundamentally transactional. “I have a vacancy that needs to be filled and I will pay you X amount of money to fill it.”.
But that does not mean that the human interactions before, during, and after the recruitment process should be. Maintaining Talent Relations with relevant Talent Pools is how you heavily impact all key metrics in the recruitment process.
And maintaining Talent Relations is as much a dogmatic approach to keeping touchpoints alive. For example, arranging events and meetups and keeping the process moving forward while communicating constantly. Compare this to sales, where you have prospects that you continue to court even though they are not clients today or in the near future but as a way of securing a future pipeline of prospective clients for that day when they’re ready for you and not the other way around.
In Recruitment / TA this also means taking extra good care of all capable candidates that did not get the role in question. The market for candidates is not infinite which means that the hiring entity needs to treat each talent pool as finite and build long-lasting relationships.
Good Talent Relations should be intertwined in all candidate-facing interactions before, during, and most critically after the process is completed. Working on enabling quick feedback from the hiring team to the candidate and having a clear-cut idea of how long any one individual should be in the pipeline without communication is a great way to start. But over time other activities such as inviting previous candidates to events or just making sure that there’s a constant feed of relevant content reaching them will ensure that engaging relevant candidates will be a much easier proposition.
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