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Building a pipeline of talent....

Companies are realising that they need to have access and invest in creating talent pools to maintain sustainable competitive advantage. Talent pools often means different things to different people. For some it can be as simple as a targeted mailing list, but to others it will mean building an evolving community of people they engage with intending to convert them to candidates and potential employees.  When we communicate with potential talent, it’s important that we have great stories to tell them about our businesses.  Just sending job opportunities is not the answer to really engaging with them in the long term.

The size of your talent pool will relate directly to the time you can afford to manage and create that pool.  It is important to keep it active with new and interesting information, building up conversations with potential employees and not allowing it to stagnate.

Technology enables us to access data and intelligence to manage and track future talent in line with business growth.  The first step is to establish which areas, roles and skills will be key to growth and success in the future.  The talent pools created now will change and develop over time as an organisation and the environment in which it operates in changes.

Businesses succeed because they have the right people in place.  They also need to ensure their talent pools connect with their culture and values. Thinking these days in this skill short market is leaning much more towards engaging people with the right attitude and aptitude - technical skills can be taught.

In Good to Great - Jim Collins explains “First get the right people on the bus (and the wrong people off the bus) and then figure out where to drive it!”  Finding the right ‘fish’ for your pool will ensure you achieve the right pipeline of people for your business.  It is most unlikely that these talented individuals are waiting for a job offer or even actively job hunting. It is also unlikely that they will be immediately available exactly when you want them.

For advice and support in developing or outsourcing your own talent pool contact Louise:

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