Are You Using Your Talent Networks Effectively?  

5 April 2019:

When it comes to recruitment marketing, a good chunk of companies receive a failing grade.

That’s according to the latest research from SmashFly Technologies, which finds that many organizations aren’t making the best use of their talent networks. Indeed, many are neglecting them: The survey finds that 45 percent of Fortune 500 companies with a talent network never send any communications at all to the network members after they’ve signed up.

Of the companies that do send out communications, 95 percent share nothing but job postings. This represents a lost opportunity, says Elyse Mayer, director of marketing for SmashFly, which builds candidate-relationship-management platforms.

“Candidates are hungry for information about your company and what it’s like to work there,” she says.

“More Than Just a Job”
Talent networks are typically comprised of candidates who’ve applied to jobs in the past at a company or who are interested in working for the organization and are waiting for a job opening that matches their skills and experience. Mayer and others say talent networks can be highly effective for engaging passive candidates.

Julia Levy, director of global talent acquisition at financial-technology company Fiserv, says she and her team are seeking out new ways to engage passive candidates other than just sending them job postings.


“We use content to sell passive candidates on more than just a job,” she says. This includes information about the company itself, which has been named to Fortune‘s list of Most Admired Companies for six years in a row.

Doug Berg, who describes himself as “the godfather of talent communities,” has spent much of his career in the HCM-software industry convincing companies to add content to their career sites beyond just job listings.

“There’s lots of things people want to know about a company,” says Berg, who launched Jobs2Web and later sold it to SuccessFactors in 2011 for $110 million. Today, he’s the founder and CEO of ZapInfo.

Building a viable talent network doesn’t require purchasing an expensive new platform, he says. Instead, many companies are using existing platforms like Facebook, Twitter and LinkedIn to create channels populated with company news and related content.

“These networks can be used for things like Twitter chat sessions with your top product guy,” he says. Candidates are hungry for useful information about a company and its products, he adds.

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Source: Human Resource Executive

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