I’m going to be hosting a webinar for SocialTalent at 4.00PM (GMT) today on building talent communities. It’s a topic that has been talked about quite a lot recently. Some companies do a great job of building social communities from which they hire. Others have created accidental talent communities, typically through Facebook Fan Pages. I have been actively involved in the latter, building contacts with people who become fans, and have the option to apply or connect with recruiters as and when they want to. I also blogged recently about how A.T.&.T. are taking a Talent Network approach. This approach, powered by Find.Ly, means that anyone looking at the brand information anywhere, get a simple sign up (using a social sign in), to keep in touch with opportunities.The social profile information is exported to a database in order to make contacts searchable when opportunities come up.
I’m going to be looking at 6 approaches to Talent Communities, the tech that enables them to work, and some examples of them in action.
1: Talent Networks – looking at the Find.Ly sign in and the A.T.& T career site. The registration is simple. There’s lots of employer branding content easily available in multiple formats from video to text. Visitors sign up to be kept in touch with opportunities that fit their skills and location,with the option of a weekly newsletter. This is about building a network of contacts, with less emphasis on engagement.
2:Corporate Talent Communities – Looking at the G4S careers centre, powered by Tribepad. The careers centre is a global talent community. Tribepad is the community platform, which supports other techs and multiple languages. All visitors complete a simple sign up, and this gives G4S the opportunity to reach out with appropriate opportunities. Living within the Tribepad platform is a whole host of job seeker resources from employer brand content, training resources and some very active forums. By making the community resource rich, there’s plenty of reasons to keep coming back, creating a sense of belonging.
3: Facebook Pages – When you set up a Facebook Fan Page, you have a few choices. Do you make it a career/recruiting page, build career options in to your existing brand pages, or build a new community? Since the advent of “apply for” tabs, (I use work4labs),some pages have become active talent communities, driving high volume applications. By planning employee content, and encouraging posting, visitors are drawn in, get a look inside the organisation and move from visitors, to fans to candidates. In the webinar we will look at the different Oracle Communities I have worked with, and the real content that gets posted.
4: Internal Talent Communities – When you talk to potential candidates about what they want from a Talent Community is two things.A real life view of the company and it’s culture, and an opportunity to connect and ask questions. Building internal talent communities provides for both of these, as well as opening up opportunities for internal engagement. In the webinar, we are going to look at Fridoids, the internal blogging and content community for TGI’s, and RackerTalent, the talent community for Rackspace. Both feature employee blogs, pictures and video, have Q & A areas and connections with recruiters.
5: Micro-Communities – These are focussed on specific disciplines across multiple channels. In the webinar, we are going to feature Sodexo USA, and the choice of channels offered, the seven individual communities by discipline, as well as the internal talent communities which encourages internal mobility, and the reconnexions community which encourages leavers to rejoin.
6: Talent Platforms – As a last option, we will feature the applications in Facebook designed for building talent communities, maximizing the potential offered by social connections, and huge talent pools already built for you to plug-in to. In particular, we are going to look at BeKnown from Monster, BranchOut and Brave New Talent. Each of these platforms are set up purely for the purpose of connecting jobseekers with employers. Each platform has made developments over the last 6 months that make them a serious consideration in the talent community mix.
If you have any other questions you want answering, leave them in comments below. Hope you can join me at 4.00, but if you miss it, the webinar will be available for download after.