Talent Pool: How do recruiters build the best external talent pool?

The first step is to determine whether the database only needs the names and basic contact information of talents, or whether it needs a short evaluation of everyone, or even more detailed information such as resumes.

The second step is to prioritize positions according to their importance, and ensure that the database is focused and the scale is suitable for management.

Here are fourteen ways to find outstanding external talents:

The first step in finding experts and potential talents may be the business card handed by the company manager when the audience comes to ask for a copy of the speech after a speech.

Ready-made business card/name information database software. After reading a professional article, an employee keeps the author's name and the information of the thought leaders or experts mentioned in the article.

Through search experts.

Recruiters contact the company team engaged in benchmarking activities to obtain the list of key talents they found in benchmarking comparison.

Please use your contacts to get the list of experts they know.

Ask the key employees in the company to enter the list of talents they have taught and the list of the best competitors they have played against.

Consult job seekers, consultants, etc. : "Who is the best at …?"

Add the list of referees (recommended by the best people) transferred through the employee recommendation system to the database. Enter the winners of professional associations in the database.

Check the public relations announcements issued by your competitors for talents, and pay attention to the list of talents they hired and promoted mentioned in the announcement.

Add the list of high-quality talents who have applied to the company (but have not been employed) to the database.

If the name newly added to the database happens to be the name recommended by another employee, we should focus on that person, because two people already think that he is a suspect or a potential talent. The manager can arrange an informal meeting with this person, or the recruiter can call this person for a quick evaluation.

When a major industry activity is about to start, the recruiter should first select the key talents with the managers of all departments. Then, ask employees and managers to find these goals in these industry activities or exhibitions, further evaluate them, and start lobbying them to join the company.

The list of outstanding talents usually doesn't change much, because outstanding talents are almost always outstanding. Excellent hiring managers will also wait patiently for their decision to change jobs.

Involve experts in functional areas in recruitment.

Recruiters are not technical experts in all fields, so the objects they screen are usually strangers to them (they know nothing about other information except the contents of their resumes). Strangers and their resumes are often deceptive, so when looking for outstanding talents in each key field, experts in this functional field must participate.

The manager of the recruitment team must realize that this talent search process should not be just a matter for the personnel department. Recruiters can help maintain the talent list, but most of the work should be done by managers, employees and teams in various departments, because they are experts and often have the opportunity to deal with other experts. If you want to improve the enterprise's talent capture system, you can consider hiring a market research company or adding people with talent search experience to the recruitment team.

Personnel departments can play the role of coaches, train managers and employees of various functional departments, and find outstanding talents in their respective professional fields. However, talent search must become a part of enterprise culture (recruitment culture), and those who help enterprises recruit outstanding talents should be rewarded. For example, provide some small prizes (such as the VIP card of Starbucks coffee) for employees who provide the list of outstanding talents to help enterprises evaluate the star talents they meet. In addition, keep in touch with recruiters who used to be headhunters, because they generally have tips for catching talents.

Compile a "talent search guide" for employees' reference. The continuous process of talent search forces managers of various functional departments to define the standards of outstanding talents in their own professional fields. Managers and employees can also benefit a lot by asking each other professional questions, the best learning channels and the best solutions when they are in contact with some outstanding talents.

There is no doubt that all competitive teams will track and record the achievements of the best players in other teams. Whether in business, military or sports, if you want to build competitiveness, you must create a talent database.