Talent Circles: Talent Networks Done Right

Talent Network vs. Online Social Network

My philosophy on building any type of community and relationships online is simple, “Go where the people are,” which is why I’m an advocate of online social networks like Twitter, Facebook, and LinkedIn to engage a target audience. For the marketing department, recruiter or HR, any interaction online influences your organization’s employment brand with the end goal of developing and establishing a candidate pipeline.

Why Rent Your Talent Community When You Can Buy?

I realize that these networks and online communities don’t last forever, but what does?  The communication channel changes like the rise and fall of the fax machine or even email, but what companies must consider is developing talent communities and these social outposts for their candidate network outside of the actual social networks where the company controls the information and the candidate experience  that sets your company apart.  I liken this to the phrase why rent a home when you can buy?

This means that when we leave the community like Twitter or even Facebook, we have no equity or ownership to show for our time, investment, and efforts.  A single strategy that focuses on rented networks is not a talent network done right.  Talent Circles is a talent network done right.

Candidate Experienced-Focused Talent Network

Talent Circles offers a private, company-owned network that relies on interactions, engagement, and two-way conversation between the recruiter and the job seeker while also encouraging relationship building among the job seekers of the company’s talent network themselves.  And yet recruiters can search the network looking for specific skills, education, and qualifications to engage a job seeker directly.  TC uses circles of influence and relationships as an outplacement network similar to the idea of Google+ where experiences can be customized, planned, and controlled for each circle within the talent network itself.

Companies create their own talent community by encouraging job seekers to join their network with a “Join Now” button displayed on their company careers page, website, or even job openings.  Interested job seekers create a profile quickly integrating their LinkedIn information making it easy, fast, and simple for the candidate to quickly update their profile or share their information in order to be considered for the position.  Keep in mind the average online application time for job seekers is 45 minutes so this feature is sure to be a welcome change.

Talent Network Built with the Recruiter & Candidate in Mind

Paper resumes or electronic docs can also be easily uploaded and stored making it easier for the hiring manager to gain more insights into the skills and qualifications of the job seeker.  Candidate interactions for the hiring managers are easy online.  After viewing a job seekers profile (profile graphic displayed above), hiring manager’s can send a “virtual handshake,”  as well as record a candidate welcome video.  Recruiters can host a video interview or Q&A all within the confines of the company’s custom talent network.  The video interviewing and chat feature (seen to the left) can accomodate multiple recruiters to interview a single candidate at the same time.  With TC, the focus is on the relationships and engagement building within a full online candidate yet recruiter-friendly focused interface.

TC operates using a subscription based service that relies upon SaaS and is hosted using Amazon’s cloud technology.  Their video interviewing and data capture is also in compliance with our friends at the OFCCP in the case that you may be audited.  Your candidate interactions are stored, including video making that government audit almost stress-free.

It’s their ability to not look past the small things that make me even more excited.  The platform offers iCal attachments so appointments can be seamlessly added to my Google, Outlook, or Apple Calendars depending on my personal preference.  More time spent recruiting and less time managing your work and interview schedule.

Check out Talent Circles and take advantage of social network 2.0 and own your own social network.   They offer a range of candidate network and recruiting engagement solutions for companies from big to small.  Visit their website at www.talentcircles.com as well as Twitter @talentcircles.

FTC Disclosure: I received compensation for mentioning and reviewing the product listed above as part of one of the services I offer my clients. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

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Comments

  1. I think it’s arrogant for a company to think that if they buy a service like this that they are really doing candidate experience justice and creating true “candidate engagement”. Companies Talent Acquisition leaders are silly if they think about this idea at scale… what if every company had this and the candidate would have to create a new profile for every company… do you really think that a candidate is going to come back to your site and “HANG OUT” in your talent network? in your Talent Circle? C’moooooon!!!! That would be impossible….. candidates are looking for A JOB! not to have a million logins to hang out on 100 different sites!

    Real Candidate minded thinker! |
    Reply
    • Interesting…

      I am guessing you only deal with passive candidates that are happy with their current jobs or clients who have no trouble at all engaging with job seekers. Because from what I understand, what job seekers are saying to me, they want to be engaged with by hiring managers and the companies they represent. This isn’t happening, in most cases – which may be why talent communities are so popular (and such a buzz phrase) right now.

      Communication is key. If this isn’t happening and a “talent community” helps, why would you begrudge that?

      -Rayanne

      Ray_anne |
      Reply
  2. I’m interested to know what exactly you think companies should focus on when using Talent Circle. I know there are a lot of different ways to engage users, but what IS working for companies currently using it? How often should recruiters be posting relevant content? Should there just be a static page of “Welcoming” information. How should companies attract long term engagement for future employees not the passive employee?

    Allison |
    Reply

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