Talent Pools

Unsuccessful but good candidates are a valuable asset and by not discarding them, organisations have the opportunity to benefit later on from the significant investment that has already gone into finding and screening them.

The Talent Pools hold easily accessible, detailed information about individuals linked to one or many different employer organisations. This includes candidates' profiles broken down by demographics, skills, competencies and experience.

Efficient candidate contact management functionality makes managing relationships easy and improves the candidate experience and perception of your organisation.

They enable you to access talent quickly, cutting recruitment costs and reducing the need for temporary staff. A shared Talent Pool enables organisations to work collaboratively reducing job-gazumping and over-inflated salary offers.

Decreasing budgets and increasing pressure to deliver better services mean that for most public and not for profit organisations the need to manage talent is greater than ever.

Extracting the maximum value from each recruitment exercise is a major challenge. Traditional methods usually result in one successful candidate with other equally competent candidates' details simply “recorded” in a filing cabinet never to be seen again.

Organisations need to turn what is currently a cost into an investment and to do this recruitment needs to be about effective talent management and not just filling a vacancy.

Unsuccessful but good candidates are a valuable asset and by not discarding them, organisations have the opportunity to benefit later on from the significant investment that has already gone into finding and screening them.

Where roles with similar skill requirements recur frequently, unless the details of talented yet unsuccessful applicants are captured, hiring managers will have to start from scratch for each position, which is expensive and time consuming.

This is exacerbated by the fact that many candidates confused by the application process apply for unsuitable jobs. This wastes time in the short listing process and can cause candidate dissatisfaction when after completing a lengthy application form they are told “if you have not heard from us in six weeks assume you have not got the job”.

After a few of these experiences people, especially talented people, will look elsewhere.

JGP's Talent Pool will help you to put the right people, in the right jobs at the right time, matching your current and future needs.

It will modernise and personalise your candidate management process, quickly and affordably, and ensure that candidates will get the recruitment experience they deserve. Unsuccessful talent can be nurtured, not discarded. Speculative candidates, keen to work with your organisation, can register their interest.

JGP Talent Pools hold highly accessible, detailed information about individuals, which can be linked to one or many different employer organisations.

Talent Pools help you balance supply with demand, as talent you may not need today is nurtured for future deployment. The ability to access talent quickly reduces recruitment costs and the need for temporary staff. It also cuts down on inappropriate applications with individuals' preferences and skills being mapped during the process so that if they are unsuitable they will be directed to a more relevant job.

A shared Talent Pool enables organisations to work collaboratively rather than competitively, reducing job-gazumping and over-inflated salary offers.

Like the rest of the recruitment process, the flow of people through the talent pool is monitored, selection standards are unchanged by inviting candidates to join the standard application process and offers are still made on merit.

For candidates:

• Unsuccessful but talented candidates are encouraged to join a Talent Pool so that they can match their details to future roles
• Speculative candidates, keen to work for the organisation, can register their interest
• Automatic e-mail confirmation to candidates on registration
• Candidates can be contacted either on mass or within defined groups so you keep them up to date with news and opportunities within your organisation
• Candidates can update their skill sets and preferences at any time

For employers:

• Candidate profiles are broken down by demographics, skills, competencies and experience
• Killer questions to ensure minimum standards are met
• Integrates with SHL psychometric assessment tools and competency frameworks
• Candidate contact management functionality available via email
• Immediate notification via email to the appropriate recruiting manager whenever relevant candidates register
• Weekly reporting of registration activity e.g. number of registrants for each area of expertise
• ‘AA' minimum accessibility compliance

• Automated screening and sifting reduces administration while managing candidates' expectations
• Capture tailored information about candidates' skills and experience to facilitate more refined searches for suitable candidates
• Efficient CRM makes managing relationships easy and improves the candidate experience and perception of your employer brand
• Hiring managers have a group of pre-appraised candidates to contact immediately if their profile matches a newly available role
• Transforms the cost of a recruitment exercise into an asset - an investment in your future needs
• Reduces time to hire and increases productivity
• Saves large sums of money being spent contracting staff via agencies

There are 3 case studies available for talent pools

1. Walsall case study 2008. JGP’s Talent pool: Implemented to address Walsall's shortfall in social care staff, resulting in a reduced cost per hire to just £316
2. North East Lincolnshire Council: Transforms the way it recruits over 100 administrative personnel each year
3. Walsall case study 2007. Hard-to-hire Social Workers are being won over to working in Walsall via a new microsite, created by JGP