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Blog posts tagged in talent pool
Recruiters have embraced data and technology to employ a precision approach to hiring the best candidates—and they love it. Data and analytics in human resources play an increasingly important role in the way that companies approach candidate searches and the hiring process in general. Welcome to the era of digital hiring. What Makes It So Great Data and technology searches have become a primary method of recruitment for a plethora of reasons. It provides recruiters with tremendous insight into potential candidates, more so than a traditional resume can. Big data provides information about candidates that can be easily acquired, such as educational history or former jobs and titles, but also analytical information that recruiters can use to learn more about the trends within the profiles of top-performing employees. For example, an employer can see how a candidate’s career has progressed over time, or notice any patterns and similarities within a candidate...
Internship programs are ubiquitous around the beltway (and around the world), but few employers approach these arrangements as ways to attract, develop, and retain top talent.  A well-designed internship program will not only help the student or young professional learn valuable skills that will help them in future endeavors, but will create a talent pool of qualified candidates who already have an understanding of your organization and its culture.  We asked our experts to come up with some ideas for employers looking to leverage their internship programs – or start one – to attract fresh talent and expand their candidate pools. Give Interns Real Work – This tip is the most obvious, but definitely worth bringing up.  An internship is about much more than fetching coffee or making copies, and giving interns real assignments that will help them build their skills while learning about what type of work is expected of employees...

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Building a talent pipeline is a crucial way to ensure your company doesn’t get caught in a lurch by a sudden departure or a new project that requires additional manpower, as an effective talent pipeline will contain highly qualified individuals who are ready to quickly assume a position.  Creating a solid pipeline requires a lot of effort, though, as candidates are not available indefinitely – they will find new jobs, move across the country (or globe), or do something to demonstrate that they would not be a good employee after all – and therefore you will need to constantly review and update your pipeline.  Doing so doesn’t have to be tedious, though!  We’ve put together a list of some unique, creative ways to make sure there is a steady stream of candidates expressing interest in jobs with your firm, and who you can add to your talent pipeline. Tip 1: Publish...

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One of your primary jobs as a hiring manager is building an effective talent pool for your company, which can then be tapped to help you fill any open positions.  With that in mind, we’ve put together some simple tips and tricks to help you create, or improve, an effective pool of candidates.  A truly exceptional talent pipeline will help you simplify your hiring process by providing quick access to pre-screened internal and external candidates who are known to be good fits with your company culture and who are interested in opportunities with your business, and we are happy to assist you with your candidate pool, regardless of where you are in the process! Tip 1: Take advantage of your online presence Last week we discussed some of the key ways to optimize your mobile recruiting process, and this will be very important as you seek to build an effective talent...

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Potomac Recruiting consultants are specialists in talent. Our experienced consultants are passionate about finding the right people for your business—that’s the Potomac Recruiting advantage. We specialize in finding the people who will help your business exceed its goals, and our success is measurable: in today’s fast-moving world Potomac Recruiting is proud that our retention rate is 93%.  

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