The Art of Segmentation: Are Your Talent Pool Communications Harming Your Recruitment?

In this mini series of articles, we’re looking at talent pool management and how it is becoming a vital recruiting tool. This is particularly true in the current candidate-driven recruitment market. In fact, the UK could reach full employment in 2016, triggering a period of extreme candidate scarcity. In such a competitive market the ability to quickly market to a warm pool of passive candidates could be vital for making successful placements.

Last month we talked about getting your candidates into your talent pool.  But once they’re into your talent pool, what is the best way to market to them?

With all talent pool communications the key is to be relevant, timely and interesting.

One of the worst talent pool mistakes recruiters can make is for the candidate to receive either no communications or inappropriate ones. The way to guard against this is to segment the talent within your pools. It varies from business to business, but segmenting by some of these factors may be a good start: