What if you could track your competitors’ and the industry’s star performers and then engage them when indicators suggest they’ve launched into a new job search?
A star performer is 400 times more productive than an average performer. What if you could add a few more of them to your ranks?
Imagine the implications on company performance.
Predictive talent pooling is a hiring approach that blends strategic sourcing, talent pooling and predictive data tools to hire better people in less time and at less expense while meeting many of the new workforce demands.
Predictive talent pooling helps with those seemingly impossible-to-fill STEM roles, but also helps with meeting diversity goals, pipelining for and filling leadership gaps, and also building a contingent/contract/part-time workforce for the Gig Economy.
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How Predictive Talent Pooling Works
This unique talent pooling approach incorporates strategic sourcing methods to identify desired talent for specific pools. Candidates are then placed within the pools and then tracked to monitor more than 6,000 different data points from publicly available data sources (including social media, public job boards and licensed data sources) that indicate job seeking behavior activity. Candidates’ job seeking activity levels are measured, thereby indicating who is more likely to respond to your outreach.
Consider the efficiencies gained with this information. If a company has 500 candidate prospects inside a talent pool and a new critical role becomes vacant, the time and effort saved by the ability to identify and reach out to the most qualified and active job seekers in the pool is substantial. The results are a faster time to fill at a lower cost-to-hire.