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A talent community is a mechanism that employers use to keep active pipelines of talent for future recruitment. Talent pipelines consist of potential employees who are interested in working at a given employer, but are not ready to apply. This group is engaged with on a frequent basis so that when the potential employees are ready to seek a new job, they have a relationship with the company.
A job seeker may join an employer's talent community, if after learning more about the company, they have interest but they are not yet ready to apply for a position via the employer's corporate career site. Talent communities, typically part of an employer's career site are reached directly from various sources including social media, search engine result pages (SERPS), and job boards that forward potential candidates to employers' career sites to apply for jobs. For example, Mary hears about Acme Corp from recent PR surrounding Acme's latest product enhancement. She goes to the company's career website, and perhaps looks at a microsite related to the job family she is interested in. After reading about working at the company, Mary is intrigued. But, she doesn't have a resume since she's worked happily at the same company for the past five years. So, she simply leaves her name and email in Acme's talent community. She'll now get updates from the company that are relevant to her - interview tips, career paths of similar professionals, information on events that Acme is holding, etc.
When Mary is ready to move on from her current job, Acme is now top of mind. She has an increased chance of applying to this company because of the relationship she's built by consuming this content since joining the talent community.
This concept is best described through analogues with sales and marketing. Let's say a consumer goes to a website to make a purchasing decision, like buying a new car. They read about the new sedan being offered by a car company, and are very interested in purchasing it. But, something is stopping them from buying it today. Maybe their lease isn't up for another 6 months, or they won't have the proper funds until they get a new job. So, they sign up for the company's email list to get updates on the car. In 6 months when they are ready to make a purchasing decision, this car is top of mind after having received updates for months prior via the car company's email list. This email list is very analogous to the employer's talent community which is keeping passive job seekers in the loop until they are ready to make their own "purchasing decision" and apply for a job.
Job seekers can expect to get insights into the culture of a given company through the talent community. The most common delivery mechanism is email. Companies can also use text messages, online and offline events, and phone conversations to engage candidates.
Talent communities can be executed in a variety of ways depending on a company's size and goals.
For the smallest of companies, a simple spreadsheet of interested candidates gathered by a simple sign up form may be all that is needed. For larger companies, it makes sense to have a dedicated software vendor focused on talent communities.
Companies with internal engineering resources can also get creative by constructing their own solutions by using APIs like Twilio, Sendgrid, etc. as well as existing off the shelf marketing technologies like Marketo.
The best talent communities have an automated passive strategy to nurture candidates, such as email campaigns. They also have a more active strategy for engaging the most relevant candidates, such as recruiters actively sourcing within these pools.
The value for employers is in decreasing their time to fill and cost per hire. This can be accomplished through effective job distribution to social media, free job boards, and search engines via search engine optimization (SEO) which generates organic career site visitors that may become talent community members. For many reasons, not all visitors apply for jobs via the employer's ATS, the talent community gives visitors an alternative to a formal application and an opportunity for the employer to build a relationship with potential candidates. The talent community gives HR teams access to applicants that have researched their company and are thinking long term about their careers, which may infer a higher quality candidate. Moreover, having a warm pipeline of talent means that corporate recruiters don't have to spend time reaching out cold through various resume databases, networking sites like LinkedIn or hoping the right person will apply through a job posting. The talent community becomes an active, opt-in database of relevant job seekers that HR can contact directly which shortens their time to hire when filling a new job.
The benefits have been similarly stated as: [1] qualified candidates at a recruiter's fingertips; less dependence on ineffective job boards (also known as employment websites); less money spent on job advertisements; increased interaction with potential candidates; better quality of applicants to job openings; creation of a talent pipeline for future job openings; and, attraction of passive candidates.
While there are differences across these various terms, in reality they are used mostly interchangeably within the HR and Talent Acquisition communities.
A talent pool is a database of everyone that has ever applied to a recruiter's jobs, regardless of relevance. [2] It is typically a one way communication, whereas a talent community will have more two way communication between recruiters/employers and talent - both active and passive job seekers.
A Candidate Relationship Management (CRM) is similar to a sales team's Customer Relationship Management software. However, while sales tools like Salesforce have been around for decades, CRMs for talent management are relatively new for corporate HR teams. This translates to less functionality relative to the analogous sales software. There is also much lower usage of these tools because they are so new. The vast majority of HR teams are not used to using a CRM, and so many of these systems go unused at companies that have them. Instead, internal recruiting teams are using existing tools like Applicant Tracking Systems (ATS), LinkedIn, etc. to manage their relationships with candidates.
The idea of a Talent Pipeline is an abstract notion of having warm relationships with relevant groups of potential applicants. These pipelines can be managed via a talent community, CRM, or even a spreadsheet in very simple cases.
Many employers mis-step in their execution of talent communities. First, the majority of companies never engage with their talent community members given the lack of marketing DNA within the HR function. It becomes overwhelming for most companies to write relevant emails to each segment within their talent community on a regular (weekly or monthly) basis. Second, many companies will send job openings to their talent communities. However, the members of these communities have explicitly decided to sign up for the talent community in lieu of applying for a job and are much more interested in information regarding company culture or professional development. Last, companies do not proactively engage with the most relevant people who may be a good fit for an open role and are much more prone to take a passive strategy.
A résumé, sometimes spelled resume, is a document created and used by a person to present their background, skills, and accomplishments. Résumés can be used for a variety of reasons, but most often they are used to secure new employment.
Staffing is the process of finding the right worker with appropriate qualifications or experience and recruiting them to fill a job position or role. Through this process, organizations acquire, deploy, and retain a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. In management, staffing is an operation of recruiting the employees by evaluating their skills and knowledge before offering them specific job roles accordingly.
Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment also is the process involved in choosing people for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment, commercial recruitment agencies, or specialist search consultancies such as Executive search in the case of more senior roles, are used to undertake parts of the process. Internet-based recruitment is now widespread, including the use of artificial intelligence (AI).
An applicant tracking system (ATS) is a software application that enables the electronic handling of the entire recruitment and hiring processes.
Job hunting, job seeking, or job searching is the act of looking for employment, due to unemployment, underemployment, discontent with a current position, or a desire for a better position. The immediate goal of job seeking is usually to obtain a job interview with an employer which may lead to getting hired. The job hunter or seeker typically first looks for job vacancies or employment opportunities.
Overqualification is the state of being educated beyond what is necessary or requested by an employer for a position with the business. There can often be high costs for companies associated with training employees. This could be problematic for candidates resulting in failure to secure employment for the position in question. Employers foresee costs related to hiring such “overqualified” candidates. When seeking employment, candidates should consider providing explanation to potential employers as to why they are seeking a position that requires less skill, education and therefore less pay than their education and experience qualify the candidate for.
Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Professionals specializing in sourcing are known primarily as sourcers; but also Internet recruiters, recruiting researchers, or talent scouts.
Video résumé or video resume is a recording promoting a job seeker.
A cover letter, covering letter, motivation letter, motivational letter, or a letter of motivation is a letter of introduction attached to or accompanying another document such as a résumé or a curriculum vitae.
Recruitment advertising, also known as recruitment communications and recruitment agency, includes all communications used by an organization to attract talent to work within it. Recruitment advertisements may be the first impression of a company for many job seekers. In turn, the strength of employer branding in job postings can directly impact interest in job openings.
Candidate Submittal is an alternative recruitment process offered by companies whereby the candidate submittal agency provides coaching for the job seeker with respect to their job application.
An application for employment is a standard business document that is prepared with questions deemed relevant by employers. It is used to determine the best candidate to fill a specific role within the company. Most companies provide such forms to anyone upon request, at which point it becomes the responsibility of the applicant to complete the form and return it to the employer for consideration. The completed and returned document notifies the company of the applicant's availability and desire to be employed as well as their qualifications and background so that a determination can be made as to the candidate's suitability to the position.
Employer brand is branding and marketing the entirety of the employment experience. It describes an employer's reputation as a place to work, and their employee value proposition, as opposed to the more general corporate brand reputation and value proposition to customers. The term was first used in the early 1990s, and has since become widely adopted by the global management community. Minchington describes employer brand as "the image of your organization as a 'great place to work' in the mind of current employees and key stakeholders in the external market. The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company's employer brand."
Online vetting, also known as cyber-vetting is used by potential employers and other acquaintances to vet people's online presence or "internet reputation" ("netrep") on search engines such as Google and Yahoo, and social networking services such as Facebook, Twitter, Instagram and LinkedIn. Employers may check profiles, posts, and photographs for indications that the candidate is unsuitable for a certain job or position.
Social recruiting is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media profiles, blogs, and other Internet sites to find information on candidates. It also uses social media to advertise jobs either through HR vendors or through crowdsourcing where job seekers and others share job openings within their online social networks.
Mobile Recruiting is a recruitment strategy that uses mobile technology to attract, engage and convert candidates. Common mobile recruiting tactics include mobile career sites, mobile recruiting by text, mobile recruiting apps and social recruiting. Mobile recruiting is often cited as a growing opportunity for recruiters to connect with candidates more efficiently with "over 89% of job seekers saying their mobile device will be an important tool and resource for their job search." Traditionally, recruiters have used emails and phone calls to engage candidates, but the increase in mobile usage among job seekers has contributed to mobile recruiting's rising popularity.
Recruitment marketing refers to the inbound strategies and tactics an organization uses to find, attract, engage, and nurture talent before they apply for a job, also called the pre-applicant phase of talent acquisition. It is the practice of promoting the benefits and value of working for an employer in order to recruit talent. It is analogous in many ways to corporate marketing, and is extremely similar to employer branding except recruitment marketing relates to trackable initiatives that drive awareness, engagement and conversion of applicants versus someone's impression of working at a company. Of course others see employer branding as a subset of recruitment marketing, in addition to extending the reach and exposure of career opportunities through search engine optimization (SEO), building and nurturing candidate relationships through talent communities, and the management of messaging and advertising of talent acquisition efforts.
A human resources management system (HRMS), also human resources information system (HRIS) or human capital management (HCM) system, is a form of human resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, and tracking competency and training records.
Recruitee is a business producing or selling computer "software as a service". The software functions as an applicant tracking system for handling applications for jobs. It includes a careers site editing system for employer branding, a plugin for sourcing (personnel), employment website integration, email and calendar synchronization. Within 4 months of its public launch in August 2015, Recruitee attracted over 1000 small and medium-sized enterprises (SMEs) and recruiting agencies worldwide.
Resume parsing, also known as CV parsing, resume extraction, or CV extraction, allows for the automated storage and analysis of resume data. The resume is imported into parsing software and the information is extracted so that it can be sorted and searched.