Role Of Community Partners As An Integral Element Of The Talent Pipeline

The Talent Pipeline Management framework strengthens the role of employers in this system. It’s built on supply chain management principles and supports employers in developing a more data- and performance-driven approach to improving education and workforce partnerships.

“A talent community is a solid talent-management concept, it can help you build engagement, as well as get very good people in the door.”

• Talent pipelines: A talent pipeline is a system where you nurture interested candidates and actively build a relationship. Communication is important; you need to be moving candidates through some form of journey, moving them closer to a decision.
•  Talent pools: Talent pools are designed for the organization and segmentation of candidates. Instead of one, unapproachable database, pools let you effectively group and categorize talent.
•  Talent communities: In a talent community, people have to be able to interact with each other.

Here are three tips for aligning systems and partners to build talent pipelines:

1.   Strengthen the role of employers in your system.

2.   Bring all available resources into your talent pipeline system

3.   Be the bridge to untapped stakeholders.

Often, organizations and employers have a desire to engage with workforce, education, or community-based organizations to access new sources of talent, but aren’t sure where to start. Knowing all of the players, their niche services and goals, and the part they can play in developing the talent pipeline development is crucial. In addition, more coordination leads to streamlined communication with employers. If you end up developing a new partnership, initiative, or talent pipeline effort out of your newfound collaboration, make sure there are defined and clear roles and expectations for each player.

Community Engagement’s Role in the Talent Pipeline

Developing a talent pipeline requires a migration from filling immediate recruiting needs to forming a long-term plan for the future of recruiting. Investment of time and patience is required, but the payoff can be a more diverse and ready workforce, prepared for the demands of the modern economy.

Community engagements partnerships between companies and local/regional organizations play a significant role in any talent pipeline strategy, with a bevy of spillover benefits for business and community partners alike.

Who should create a talent pipeline?

A talent pipeline is not simply a repository or database of the resumes corporate has collected. Instead, it’s a critical corporate asset that must be actively nourished. A talent pipeline is a living and breathing community of highly credentialed talent in which your HR and recruitment leaders are constantly submerged.

A highly engaged talent pool is statistically much more likely to respond positively to the opportunities you present because of a friendly prior engagement.

By curating and building a pool of diverse candidates, businesses are better poised to engage with various customers and stakeholders within the communities in which they operate. 

Benefits of a talent pipeline:

Every company will benefit from a pipeline of relevant candidates. With an engaged pipeline in place, no searches start from scratch and organizations can dramatically reduce costs and time to hire.

 1.   Better candidates

2.   Engaging passive candidates

3.   You're less brand dependent

4.   Improved diversity

5.   Better candidate experience

How do you build a talent community?

• A talent community, also commonly referred to as a talent pool, functions as a cultivation model for talent. Hiring professionals are able to interact with targeted groups of candidates sorted by varying criteria such as prior history with specific companies, educational background, expressed interest in job roles, experience, age, specific skillsets, college/university attended, and more. 
• Talent communities are a powerful tool for creating top of mind awareness to ensure that when a candidate is ready to make a job change they think of your company first.  Career landing pages are an entry point to your talent pool/communities. 
• Most career sights have a section that asks candidates to sign up to receive additional information as it becomes available to them. Within this sign up process, they are consenting to receive messages from your brand in the future.
• Building a pool of candidates isn’t the only requirement of a talent community. Next comes engaging and retaining the members. Drive conversions with compelling content about your company culture, employee activities, and organizational wins. 

How do you manage a talent community?

To nurture and retain the members of your talent community you must provide value on a regular basis. How? With compelling content. Similar to how companies market their products and services to consumers, TA leaders must market their company brand and culture to candidates.

When you start engaging candidates through a talent community, it’s important to continue to provide value on a regular basis. There are a variety of ways to do so, such as sending updates or an e-newsletter, providing additional information on new job openings and internship programs, creating contests, writing blog posts, or connecting via social media.

"nothing will work unless you do"

FAREE NAZ