Roughly 10,000 baby boomers reach retirement age every day. And countless other Americans leave their careers to pursue opportunities elsewhere. As high-level staff members depart from their jobs, they take with them historical knowledge, experience and familiarity with company processes and procedures.
Companies are no longer waiting for the ideal candidate or naming single individuals to take over these high-level positions. Rather, organizations are turning to talent pools, described as “a network of qualified candidates, employees and alumni who are actively interested in your organization, and with whom you engage in productive two-way communication over time to build a deep bench, develop a robust talent pipeline and groom internal staff for new opportunities.” In other words, it’s a pool of potential staffers primed and prepared to supersede their predecessors and fill new roles.
Proactive organizations that want to stay on top of the need for qualified employees may want to build their own talent pool. Consider these tips to fill your pool with qualified candidates:
Your talent pool can be as deep as you choose. Follow these tips and it will be filled to the brim with candidates who are ready, willing and able to get the job done.
Lauby, Sharlyn. “Using Talent Pools to Develop Future Leaders.” Halogen Software Talent Management Blog. N.p., 03 Mar. 2015. Web. Retrieved 18 Apr. 2016.
Maurer, Roy. “Talent Pools Must Be Interactive to Be Effective.” SHRM.org. N.p., 05 June 2015. Web. Retrieved 18 Apr. 2016.
Johnston, Kevin. “What Is a Talent Pool for an Organization?” Small Business Chronicle. N.p., n.d. Web. Retrieved 18 Apr. 2016.
Hogan, Maren. “7 Ways to Build Effective Talent Pools.” Recruiter. N.p., 23 June 2014. Web. Retrieved 18 Apr. 2016.
Submit your review