Talent pools are a great way for your organization to organize candidates in Recruiting.
As a result of the recent VIP session held on Wednesday, January 19, 2022 – we thought it would be good to continue the conversation using a blog for clients to share and learn from each other.
We will be hosting additional sessions around the globe. Please review the links below for more information and insight.
Question and Answer from the chat during the January 19 session:
Q: For those using email campaigns - who on your team drafts/maintains these? We're having trouble finding the bandwidth among our recruiting team and unfortunately we don't get much help from our marketing department
A: At SAP we have an Employer Branding team who supports the recruiters with email campaigns. If you are using campaigns it may be good to have dedicated people to also make sure you have a “quality check” in terms of grammar, spelling, brand compliance etc.. Start small and use general templates is a good first step and easy to maintain.
Q: You may cover it, but is there any part of setting up/configuration that requires provisioning access? Example: the pipelines available to associate to a Talent Pool?
A: Provisioning access is not needed to set up talent pools.
Q: Does the candidate have to be associated to a talent pool based on key words?
A: Yes, using saved search you can auto-populate the talent pools with talent. Talent pools can be made up of internal and external and passive talent. Recruiting users can search in the database and job reqs for talent to add.
Q: If a candidate has applied to a job, can they still fill out a data capture form?
A: Yes they can. As mentioned we have various forms and for some events we ask a lot more details, like specific skills people have or for our university events for example we are asking the students which types of roles they would potentially be interested in in order to make sure that we then follow up with them for the right kind of opportunity.
Q: Are Data capture forms required for talent pools?
A: No data capture forms are not required. They are a great use-case for events where getting candidates and additional data into a talent pool automatically can be nice.
Q: When should data capture form be used versus an Evergreen Req?
A: Data capture forms are used to capture data on a candidate. You can choose to tie a data capture form to a talent pool or not. Regarding evergreen requisitions - it is typically an application to a specific role- ideally high-volume. So evergreen is for applicants, versus data capture forms are not for applying, just capturing information for remarketing.
Q: Where do you put your CRM kit?
A: We are using MS Teams a lot within our Talent Attraction team, so the CRM Toolkit is on MS Teams.
Q: Will it change in later releases so that it (talent pool pipeline) works like applicant statuses?
A: You can use the influence tool to recommend this.
Q: Is it possible to repurpose a "dead" pool so that it becomes useful (versus archiving)
A: Yes, you can definitely repurpose them (talent pools) if needed.
Q: How do we get permission for marketing to people who are already in the system? Such as transferred candidates from a previous ATS or applicants that didn't opt-in originally
A: Utilize the feature
Creating an Initial Consent Opt-In Email Campaign. Link
here to Help.SAP.com documentation.
Q: Can data capture form field answers be displayed in the list view of the Talent Pool (i.e. if we ask for GPA on the form, can we see all Talent Pool member GPAs in the list?)
A: Yes, some of the data capture form fields can appear to conduct a search.
Q: There is a kind of library or samples for email campaign content that HR leading practices recommend?
A: Invitations to career fairs, Trying to manage candidates that we did not hire but should hold for the future, Genuine "for future' talent pool - for when new jobs open by title/job type, dumping candidates that complete particular DCFs for Talent community sign ups (college recruiting), dumping candidates from evergreen reqs.
Leading Practice insight from SAP provided in chat during session:
- From our experience, we would also recommend to put some guidelines around the tags to make sure these are valuable for your entire recruiter/ sources population
- Really spend some time around the permissions - you don’t want the number of Talent Pools to explode and then eventually becoming “dead” pools with nobody every updating these. The value of the pool is that it is updated regularly and people working with the candidates in there
- As mentioned we have various forms and for some events we ask a lot more details, like specific skills people have or for our university events for example we are asking the students which types of roles they would potentially be interested in in order to make sure that we then follow-up with them for the right kind of opportunity
