Building a Talent Pool: What Information Do You REALLY Need?

A talent pool is a shortlist of potential candidates who did not apply for a position and are not currently being considered for a role. As a recruiter with a talent pool, you stay ahead of your client companies’ talent needs. Building relationships with candidates before they are ready to discuss opportunities increases your competitive edge. Proactively determining which candidates may be best suited for various roles results in lower cost per hire, reduced time to hire, and improved quality of hire. Follow these guidelines to start building your talent pool today.


Include all candidate data, such as email addresses and personalized notes, in one database to make your sourcing process cleaner and more efficient. Include information such as whether you spoke to the candidate before, whether you need to follow up and whether they turned you down before. Keep in mind if a candidate does not reply, they may simply not be ready to talk at the moment.


By segmenting your talent pool, you are able to send highly relevant and useful content to each candidate. You may want to segment your talent pool by candidate profession and interest, industry, salary band, education or by the stages of their candidate journey. Your goal is to offer the most personalized experience possible.

Managing Expectations

Set realistic expectations with candidates about the benefits of joining your talent pool. Discuss how and when you will communicate with each candidate and in which cases you will contact them. Detail what information they must give you to join, how it will be stored and used, and how long you will keep it. Explain each candidate’s rights and your privacy guidelines.


Maintain engagement by providing highly relevant and useful information and content such as blog posts, webinars, videos and photos. Implement targeted campaigns to engage potential candidates. Highlight new opportunities that may interest specific candidates.

Building a Community

Create online and in-person events such as a closed Facebook or LinkedIn Group, questions on your company blog or social media, or in-house gatherings to increase communication.


Candidates may change jobs, move to a new location, add another qualification or change their phone number. You need to know whom to contact and how when an opportunity arises.


Track and measure each step of your process to determine the best strategies for cultivating your talent pool. Along with size and quality, evaluate your sourcing strategies and ROI of communication with candidates. Track relevant metrics like open rates of email campaigns, social media statistics and attendance of events. Ask for additional feedback through a candidate engagement survey and candidate experience survey.

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