Network Recruiting Model Triples Efficiency in Candidate Sourcing

Employers who shift from linear applicant recruiting to network recruiting can triple efficiency by doubling the candidates captured from advertising, by cutting external costs through network referrals, and by leveraging existing talent resources, according to a new report from TalentPen.

This fundamental shift in how companies recruit is rapidly increasing. According to TalentPenís 2006 Recruiting and Staffing study, the number of companies interested in building a private talent network increased from 38% to 66% in just six months. 46 percent of organizations did not have a sufficient quantity of candidates and of those, only 40 percent were even baseline-qualified for the position.

The paper can be downloaded at no charge by visiting the following site: www.talentpen.com/read_the_whitepapers.html

The TalentPen report cites where linear recruiting is reactive, wasteful and failing to meet recruiting needs, and demonstrates how corporate recruiters can easily increase efficiency by adopting the network recruiting model with circular, relational systems independent of specific job applications. Pinpointing the right candidates from a large central pool of active candidates is more likely to yield the best-fitting people, matched for a position, than a limited pool of applicants.

The report explains how to build a central talent pool that companies can create from all sources of recruiting, and nurture over time. It also provides companies with practical steps to use their brand and website to proactively attract active/passive job candidates -- even if they are never recruited.

Potential employees are evaluating a company when they evaluate a job posting, the paper notes. Simply letting them search jobs and hit the ìapplyî buttonî is a highly-impersonal process. In comparison, a talent collection system lets candidates ìexperienceî working at a company before applying.

ìTalent collection is based on the premise of digging the well before youíre thirsty,î states Michael Sproul, president and CEO of eBullpen, the company behind TalentPen. ìThereís a greater likelihood of finding the best match for a job, instead of just a warm body with a nice resume, if you already have an available pool of qualified, pre-screened candidates.î

ìSimply posting a job and requirements is not luring the candidates it once did,î says Susan Govea, partner and vice president of marketing for TalentPen. ìCandidates are experiencing a higher personal loyalty than ever before, meaning they know they have many options for employment, and they are going to ensure that their needs for personal security and job satisfaction are being met.î