Why Talent Communities?

The concept of talent communities is not new. Organizations have been primarily naming their groups of candidates as 'talent communities' for some time.

However, these groups are seldom built and led as 'communities' but merely pools of virtual resumes instead, often very much underutilized and with little to no value to the vast majority of their members. It was never a necessity to treat these groups as or convert them to real 'communities' - until now...

There are various factors why talent communities - 'real' communities, built for both the sponsoring organizations and members in mind, where said members are tied with a sense of care, belonging (a sense of 'community') and support for each other, creating value for both members and and the organization - are a great way forward.

Traditional recruiting approaches do not work any more

• Requirements are more nuanced, qualifications and experiences harder to obtain

• Good candidates are pickier and more difficult to come by, and are gone to a competitor in an instant

• Candidates are not only looking for good compensation and work conditions, but also alignment with personal career plan, their aspirations and their values

• As job descriptions change and new job categories emerge, it is difficult to grasp let alone keep up with these changes

• Traditional applicant tracking systems and other processes are hopelessly inadequate for the market because they drive away and overlook candidates that have massive potential but who are not a perfect fit

As a result, hiring is now harder than ever

• Time-to-hire is increasing, causing lost productivity and frustration for hiring teams

• Candidates frequently drop out after offers due to lack of engagement

• Replacing a hire can cost several months of productivity

The above prompted a new way of thinking on talent management and leadership, which we believe that crosses roads with communities. We give you an updated understanding and approach to 'Talent Community' here 👉🏻