{"id":1679,"date":"2017-03-15T16:58:26","date_gmt":"2017-03-15T16:58:26","guid":{"rendered":"http:\/\/tiger-recruitment.com\/?p=1679"},"modified":"2024-11-28T10:55:15","modified_gmt":"2024-11-28T10:55:15","slug":"talk-talent-pool","status":"publish","type":"post","link":"https:\/\/tiger-recruitment.com\/employers-and-hiring-practice\/talk-talent-pool\/","title":{"rendered":"How to talk to your talent pool"},"content":{"rendered":"

Seasoned hiring managers will understand the demographic and behaviours of their target audience. Is it Gen Z, Gen Y or Gen X? Or, are you looking for return-to-work mums<\/a>? Whoever you\u2019re targeting, the first rule of engaging with your candidates is this: Don\u2019t wait for them to come to you. Go to them.<\/p>\n

Think beyond your traditional advertising boards<\/strong><\/p>\n

To successfully reach your audience, consider carefully the places where you\u2019re likely to capture their attention. Your more senior candidates are likely to be checking the press ads in the Sunday papers and networking at industry events with peers. School leavers, on the other hand, might not have even started looking yet and are happily spending their youth on Snapchat and Instagram. Conduct your research, and don\u2019t be afraid to embrace creativity<\/a> in your approach.<\/p>\n

Think strategically<\/strong><\/p>\n

Advertising your business as an employer of choice on Instagram or Snapchat may come as a surprise to many, but consider the facts: Snapchat reaches nearly 50% of 18-34 year olds on a daily basis and that\u2019s rising. Plus, if you advertise with them you\u2019ll be safe in the knowledge that their click-through rate is 5 times higher than other social channels. Don\u2019t be scared to think beyond the traditional scope to secure the talent your competitors are too lazy to search for.<\/p>\n

Speak their language<\/strong><\/p>\n

While you should never compromise your brand<\/a> integrity, there is a valid argument for adjusting your language so that it might resonate more effectively with your target audience. Common sense dictates here: a more formal approach might be a more appropriate choice for senior candidates, while Gen Y\u2019s and Z\u2019s are likely to appreciate a more approachable and transparent tone of voice.<\/p>\n

Why you?<\/strong><\/p>\n

Why should a fantastic candidate choose you over your competitors? What can you offer them to ensure you stand out from the crowd? When crafting your recruitment strategy, consider the kinds of benefits that will appeal to your talent pool. What is attractive to one audience may not be for another. A return-to-work mum is likely to be scouring job boards for flexible hours, opportunities to work from home, and any other benefits that might prove supportive of her family. On the other hand, if you\u2019re seeking a keen bean who wants to climb the corporate ladder and travel the world, demonstrate the ways you might be able to offer that in your advert.<\/p>\n

Make the process short and sweet<\/strong><\/p>\n

To engage effectively with your talent pool, keep the recruitment process efficient and the lines of communication open. In interview, maintain a conversational tone and weave into the dialogue the benefits of working there and the culture they can expect once they start. Do not leave people hanging, do get back to them to let them know what they can expect next \u2013 even the unsuccessful candidates. Finally, once your chosen one has accepted your offer, continue that communication through the onboarding process and into their probation period<\/a>.<\/p>\n

Get in touch<\/a> with us today and together, let\u2019s optimise your hiring process.<\/p>\n","protected":false},"excerpt":{"rendered":"

Seasoned hiring managers will understand the demographic and behaviours of their target audience. Is it Gen Z, Gen Y or Gen X? Or, are you looking for return-to-work mums? Whoever you\u2019re targeting, the first rule of engaging with your candidates is this: Don\u2019t wait for them to come to you. Go to them. Think beyond<\/p>\n

Read more<\/a><\/p>\n","protected":false},"author":6,"featured_media":1680,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[9],"insight-type":[13],"class_list":["post-1679","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employers-and-hiring-practice","insight-type-article"],"acf":[],"yoast_head":"\nHow to talk to your talent pool to attract the best candidate<\/title>\n<meta name=\"description\" content=\"Do you have trouble really connecting to your talent pool? 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