How can you effectively leverage talent communities for talent scouting?

Your network is the real treasure! You can build up on the right community the empire of success you dream of! You don't need to join just any community, be selective, it's the key to find the right people and the best fitting organizations.

Talent community is essential for any recruiter. Best candidates and contributors are available on such forums, blogs, groups and events. Effort to build talent community is long and needs continuous efforts. New leads, referrals and hire start automatically once it is proven, effective and established. There is no specific to build connections and every recruiter has certain specific attributes which are highly effective and they should build on it.

To effectively leverage talent communities for talent scouting, create and nurture a community, engage members with targeted content, build relationships, use data analytics, segment the community, provide exclusive opportunities, gather feedback, and personalize outreach. Always respect privacy and legal compliance, measure ROI, and continuously communicate with the community. Hope this helps.. Cheers, Shankar

When it comes to content in talent communities there needs to be a good balance between your company information, jobs, careers and industry information. Many tend to forget the larger perspective of having a community and you want to be able to create conversations that people will look forward to participate in, rather than information sharing. Always keep thinking of the "what's in it for the community" perspective.

Building a strong network is key to achieving your goals. But it's important to be selective and connect with like-minded people and organizations who share your vision. These relationships can provide valuable support and help you reach new heights of success. So, have confidence in your abilities and start building your network today!

I have a strong experience in community building and thus, let me share my personal experience: the key - is to show your expertise, personality, and desire to help and develop community. It establishes the credibility and enables you to provide valuable insights and assistance to others, while your personality adds a human touch to your interactions, making you more relatable and approachable. This combination of expertise and personality not only helps you stand out and gain recognition within the community but also promotes a collaborative and supportive environment, enhancing the collective experience and achieving the community's goals more effectively.

From my perspective as a Talent Sourcer: Define Criteria: Clearly outline the skills and traits you're seeking. Build Community: Create an online space for potential candidates. Engage Actively: Regularly interact, share insights, and host events. Provide Value: Share industry trends, resources, and job opportunities. Establish Connections: Connect personally with community members. Utilize Tech: Use tools for efficient community management. Promote Opportunities: Share job openings with detailed information. Seek Feedback: Create a feedback loop to refine your strategy. Measure Success: Track KPIs like hires, community growth, and engagement. Adaptability: Stay flexible, evolving your strategy based on feedback and trends.

Divide your talent communities into segments based on skills, experience, and interests. This allows you to target specific groups when scouting for talent. Create talent maps that track potential candidates within the community. Note their skills, experience, and interests to identify suitable candidates when positions become available.

As a talent scout, I have always found best way to attract candidates is offering your expertise whenever needed. Building connections with relevant candidates and engaging in meaningful opportunities increase the chances of response for further leads. My best hires have always come through Linkedin connects since 2006. From building new COEs, hiring leadership guys, Niche skills and attracting passive candidates, Linkedin has been super supportive.

To turn potential hires into actual talent you need to: Attract them. Show off what makes your company awesome, from its culture to its values, highlight the opportunities, and show how impactful it is. Once you get their attention you want to convert them. Offer something they can’t refuse like competitive pay, cool perks and benefits, and make sure the hiring process itself isn't a pain in the butt. Finally, keep them. Provide career advancement and learning/development opportunities. Reward and recognize good work. And most importantly, give them a balance between their work life and personal life

I'm going to focus more on retention on this one. So, the "rules" of retention have not changed much. Competitive comp and benefits Growth opportunities in a positive work culture environment, clarity in development paths Recognition of achievements Work-life balance

Connects made with meaningful candidates on the basis of trust, transparency and complete information has been positive experience. Such relationships have sustained even after a decade and I have connections which help with right candidates win their network. Mutual respect, feedback, support will help recruiters keep connect alive even after hiring. Such hires automatically amplify your employer brand and positive experience hence bringing more referrals and stay longer with the organisation.

Two things that I do differently from most recruiters (according to my candidates). 1. On occasion make introductions within my network without the agenda of getting paid a fee. 2) Provide them with brief written guides that help them generate in-bound leads and how to reshape their C.V so that it's more impactful. It's good to be helpful/provide value without an ulterior motive. One day the good karma may come back around, but if it doesn't, far better to have left a positive impression than none at all.

The three important things I always make sure while conversations are- 1) The candidate understands the job responsibilities really well. I will definitely try to talk to him/her beyond the usual descriptions and some of the important but hidden skills necessary to help get that Job 2) Having a careful look at their CVs and help them to customize their profiles according to the job description 3) Assessing their technical skills even before the submission of their profiles to the clients

Building a pipeline from talent communities is great although retaining them can become difficult. The job market isn't favourable to everyone so I've had candidates quit on me after series of interviews.