May 2004 Newsletter
May 2004 newsletter
In this edition....
- Managing Talent Pools
- Graduate Recruitment
- Upcoming Event
- PageUp clients include:
Managing Talent Pools
Managing talent pools and candidate relationship databases has been a hot topic in Australia this year. Up until a year or so ago only recruitment agencies were focused on building and managing talent pools. As illustrated by research collected from ITCRA members for Mulitmedia Victoria, in 2003, of the 3200 IT position filled nationally by ITCRA members, 33% were filled through recruitment agency databases. More recently large Australian corporations are recognising the benefits and are shifting their focus from the traditional advertising processes i.e. "reactive" recruitment to a more "proactive" approach focused on long term development of candidate relationship databases.
Employers over the last 1-2 years have been investing in the technology which allows them to change their previously manual administration intensive process and over reliance on recruitment agencies to implementing sophisticated applicant tracking systems which allows them to build their own private pool of candidates. The next step is how to utilise these pools to ensure that they reap the rewards and manage the candidate relationship in the best manner.
So why should you change your current methods of recruitment and build a talent pool of your own? Detailed below are some of the benefits of incorporating this best practice into your recruitment methods, also a summary of some of the essential technology required to allow these benefits to be realised.
Benefits
Enables organisations to effectively manage internal and external talent
Talent pool management starts at recruitment but is interconnected with other areas of Human Resources including retention and performance management. Talent pool management should flow through from external candidates to internal candidates with feedback loops into key HR processes.
Stop the competition from getting quality talent first
Your talent pool can be focused on headhunting and maintaining a pool of key skill sets that you want to attract. This pool of quality or rare talent will then be communicated to on an ongoing basis keeping you in front of your competition when there is a need to hire.
Reduced time to fill
By building up a pool of candidates on an ongoing basis your organisation will have the ability at a touch of a button to find key skills sets. Every day that a role remains vacant the cost to your business mounts. Talent pools assist in reducing this time to fill, resulting in cost savings to your business.
Reduced costs of hiring
By promoting your employer brand and by attracting candidates both to a specific role and to your organisation you will have the ability to build a pool of people which you can mine as a first step in the recruitment process. By using talent that you have attracted on an ongoing basis you will reduce your advertising and recruitment agency costs.
If you would like to know more about how PageUp People technology facilitates your Talent Management process, or to request a copy of the Industry white Paper to be published in June 2004 contact +61 3 8677 3777.
Essential technology for Talent Pool Management
Automatic prompts to the recruiter to search the talent pool first prior to advertising.
Searching by multiple parameters including, keyword, skills search, availability, industry skill sets, location, education, job title and candidate rating.
Ability to segregate hot talent or hot skill sets.
Ability to rate candidates for suitability.
Managing communications in an automated and ongoing fashion with different candidate types.
Reporting on effectiveness and success of pool sourcing.
Ability to keep the talent pool data current, active and relevant.
Flexibility to manage the candidate in an internal pool after they are hired.
Graduate Recruitment
Some of Australia's biggest employers are in the final stages of their graduate intake programs for 2005. The process is a tough one, with a large number of candidates applying for very few positions. A graduate campaign for an organisation such as the ANZ Bank can attract in excess of 10,000 candidates. With fierce campaigns to attract the best talent, companies must be able to shortlist applications swiftly, before candidates get snapped up by competitors.
Selecting the best applicants has been made much easier in recent years by online recruitment management systems such as PageUp People. Rather than manually sifting through resumes, employers can view a screen of ranked candidates through the use of a multi-page online application form with weighted questions. With automated bulk email & SMS, a booking scheduler that allows candidates to book themselves in for interviews, and integration with online testing providers, all the time consuming manual work is done in a fraction of the time and cost.
The companies below have graduate recruitment programs powered by PageUp People.
AMP
ANZ
BHP Billiton
Department of Veterans' Affairs
Macquarie Bank
Department of Defence - Navy Systems
Qantas
Graduate recruitment is essential for obtaining the best talent to build the business for future years. If you would like information on using PageUp People for your next graduate recruitment campaign, please call +61 3 8677 3777.
Upcoming Event
'World's Best Practice Online Recruitment'
Free presentation - Sydney - Date and venue to be advised.
Please contact Nicola Billens at nicolab@pageup.com.au to register for details.
PageUp
Head Office:
13 Somerset Place,
Melbourne 3000
+61 3 8677 3777
Sydney:
Level 25, Chifley Tower,
Sydney 2000
+61 2 8088 0600
info@pageup.com.au
www.pageup.com.au