A well managed Talent community will provide any business, no matter what size, with a pipeline of great candidates and future proof their hiring.
But, so many companies are making these fundamental mistakes, leading to a poor return from their efforts.
➡️ Purely populated by past candidates and adverts asking for speculative applications.
This is not going to bring in the quality hires, you must have an outreach campaign targeting the A players, rather than purely relying on inbound
➡️ Lack of segmentation
Don’t assume the content is relevant to everyone, it isn’t. You need to segment your audience by experience and role and ensure the content is highly relevant to each group, otherwise you will lose the top candidates.
➡️ Making it about recruitment
The best talent communities have absolutely nothing to do with careers, they attract great talent because they add value, not talk about the latest exciting role at x.
➡️ Not focusing enough time or resources
A great Talent community takes time and effort and needs commitment. If it’s just a side hustle, you are never going to reap the rewards. Hire a Community Manager, or Outsource it if you can’t commit properly.
A Talent community sounds big and bold, but actually it can also be a small number of well qualified and targeted prospective candidates that you communicate with on an ongoing basis.
We manage a number of small communities for our clients of under 100 people, who have very specific and hard to find skills, so it really just has to be well targeted.
Whenever there is an open role, they have an already engaged community that has the required skills and experience.
