fill available positions.
In the 2017 Candidate Attraction Report, candidate scarcity was the number one challenge for recruiters. A talent pool is a pro-active strategy to address a lack of suitably qualified, skilled or experienced candidates, so revisiting your existing database can make a real difference to addressing any candidate crisis. The report also confirmed that just 50% of in-house teams use their ATS/CRM as a pro-active talent pooling system, however, those who do rate it above average for candidate quality.
Where to start…
There is plenty to be done around your existing candidates’ consent and engagement; here are a few checkpoints:
Is your database of candidates up-to-date?
Do you have the relevant consent of candidates?
Are you able to flexibly search the database?
Can you create talent pool email campaigns and track engagement?
If you intend to market directly to passive candidates you will need to obtain their explicit, affirmative consent. In many ways this is a benefit – since in doing so they are positively confirming their interest in you as a potential employer.
Just because you have consent from a potential candidate regarding a specific vacancy where the purpose is to enter into a contractual obligation – this is not free rein to use their data for purposes such as adding to your mailing list/talent pool.
Now is your chance to fully understand and begin to build a quality, compliant talent pool.
Data Consent Management
You are required to provide greater transparency to in vdividuals about the data you are collecting - at the time of collection - and how that data will be used.
Be clear on the particular purpose the candidate is consenting to and how it will be used and retained i.e. consent for application, to be sent job alerts, to receive newsletters, join talent pools etc.
The ‘legal basis’ for capturing and processing a candidates information must be clearly distinguishable. No more ‘If you would not like to receive our messages, please confirm your acceptance of not agreeing with our terms by unchecking the box’.
Your Recruitment ATS and CRM solution should support your Data Consent Policy and be customisable to define the specific consents that your EU candidates give you to store and process their personal data to secure them a job. Having the ability to create exclusions to your consent policy will prove extremely valuable where you may have a different legal basis for retaining and processing personal information too!
Capture a candidates consent to store and process their personal information at the point of registration on your careers site and provide the opportunity to manage consents.
Engage and nurture
“Content Marketing is about creating valuable engaging content such as ‘top tips for revitalising your CV’, e-books about potential career paths, employee stories & videos.”
As part of engaging your talent pool who have given the correct consents, content marketing is an essential tool in building and nurturing highly engaged talent pools. This is your opportunity to develop trust and credibility with passive talent. Don’t fall into the trap of one-way communication but use content marketing to increase brand awareness and loyalty in a way which inspires candidates to respond. Think about the journey of various segments – is it to create awareness or at the start of the journey showing an initial interest.
What happens when candidate consent expires?
Having the ability within your Data Consent Policy to define, automatically, what should happen when a candidates consent is about to expire will provide the opportunity to send automatic reminders that encourage candidates to re-consent.
Within your Recruitment ATS and CRM check you can set reminders before the consent expires at a relevant time period. If a candidate still fails to respond, you should be able to send a final communication to confirm that their consent has expired and what will happen next with their data.
There are good reasons why you wouldn’t just delete a candidates’ information from within your ATS. Yes deletion should be an option but anonymisation of candidates’ personal information is also important, especially having the ability to apply to personal information but not, say ‘Source’ i.e. where a candidate came from. Anonymisation in this way would mean you can retain accurate stats and won’t lose data on non-personal information.
The GDPR should help to better communicate with candidates, increase talent pool quality and candidate satisfaction.
‘Fantastic Talent Pools and How To Build Them’
Our e-book ‘Fantastic Talent Pools and How To Build Them’ takes a comprehensive look at talent pooling; what is the difference between Talent Pools, Talent Pipeline, Communities and Database, Tips of Segmenting, Communication and the Importance of Measurement. Pre-order your free copy.
The latest suite of Eploy tools focus on key aspects of the new regulations that introduce or extend features for better Consent Management, Data Anonymisation, Data Retention Policies, flexible enough to cope with varied requirements and give candidates the control to ensure that their data is safe, secure and not misused.
For further information visit eploy.co.uk
0800 073 42 43
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