5 Ways to Engage Talent Pools - Without Looking Like a Stalker


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5 Ways to Engage Talent Pools - Without Looking Like a Stalker

  1. 1. 5 Easy Ways for Recruiters/HR Pros To Engage Talent Pools <Without Looking Like a Complete Stalker>
  2. 2. Presenter Info • Kris Dunn • CHRO at Kinetix (RPO, Recruiting) • Founder of Fistful of Talent , The HR Capitalist • Hoops Junkie #Jobvite • Holland Dombeck • Marketing Manager at Kinetix (RPO, Recruiting) • Session Moderator (but sometimes put on the spot to participate) • aka The Kid
  3. 3. BOOM!! The Top 5 Ways To Engage Talent Pools
  4. 4. 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.
  5. 5. 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)
  6. 6. 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 • Delivery 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)
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. Kris: kdunn@kinetixhr.com www.fistfuloftalent.com Twitter: @kris_dunn LinkedIn: www.linkedin.com/in/krisdunn More info on Jobvite: Katie Williams katie@jobvite.com Twitter: @jobvite