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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 ...
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.
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