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Creating Effective Talent Pools


Creating Effective Talent Pools

Talent acquisition professions are consistently pressured to hire faster, reduce costs and improve ROI. When you have a short timeline to find and hire a new employee, your options may be limited and it could be difficult to find the right person for the job. Instead of resorting to desperation hiring or making a bad hire, having talent pools to quickly pull from to interview applicants could help you find the perfect candidate.

No matter how long you’ve been working in talent acquisition, it’s important to take note of previous applicants, existing employees and other opportunities that might help you place a new hire. Creating effective talent pools will help you save time and locate a perfect candidate for the job, making your job much easier.

How to Create Effective Talent Pools

1. Revisit Previous Applicants - It’s worth it to hold onto resumes from previous applicants or candidates. Connect with them on LinkedIn and keep in touch with high quality candidate so that you can contact them the moment an opportunity arises. Not only does it help you but the job seeker will appreciate you coming to them, even if they are not currently looking for work. With One-Way recorded interviews, candidate recordings are stored for years in order to remain compliant, so you’ll have the ability to review applicants’ previous interviews to quickly revisit them as an option for employment.

2. Talent Forecasting - Research the average turnover for specific jobs as well as the turnover at your organization to predict how often you may need to rehire so that you can be prepared. Examine graduation rates of certain job types to verify you will have a consistent stream of talent to refer to when positions open. Consider the organization’s plans for expansion and the number of locations to determine whether you will be able to expand your search to new markets and locations over time.

3. Hire from Within - We recently talked about the benefits of hiring from within the organization first, and while you may not always find the right candidate inside the organization, sometimes you might find exactly the person you need. Always maintain relationships with current employees and be aware of individuals working to advance their careers or even switch departments.

4. Build Community - Social media is a powerful tool for creating a sense of community around a variety of topics. Staying active on sites like Facebook, Twitter and LinkedIn will help you make connections that you can reference when new jobs become available. Join LinkedIn and Facebook groups, follow trending Twitter hashtags and consistently connect with and talk to new people through LinkedIn and other platforms. This will help you build a community of potential candidates who you already have a relationship with.

The key to creating effective talent pools is being proactive. Rather than struggling to locate applicants for a job, predicting the possibilities will help you hire smarter.

In order to screen and hire faster, video interviews help speed up the screening process and allow organizations to interview candidates virtually to make hiring decisions more quickly without spending additional money on travel. When recruiters use tools like recorded video interviews to screen candidates from their talent pools, they can quickly narrow down a group of potential applicants for hiring managers to review, and they can do it all online to significantly reduce screening time. Always being aware of new recruitment and community building opportunities will help any recruiter build talent pools for future job openings.


Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: