5 Ways to Engage Talent Pools - Without Looking Like a Stalker
1. 5 Easy Ways for Recruiters/HR
Pros To Engage Talent Pools
<Without Looking Like a Complete Stalker>
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
6. 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.
7. 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)
8. 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)
9. 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
10. 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
11. 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
