10 BEST PRACTICES

For building a talent community

©2013 ASCENDIFY

Employers don’t have the tools they need to connect with top talent in meaningful ways.

Most talent communities today are nothing more than a sign-up form used to collect job seeker’s contact information, then stored in a database. Social recruiting e�orts fall short when mass tweets and generic wall posts aren’t relevant to everyone. Job boards are too expensive and void of talent.

These methods lack the 1 x 1 relationship element that’s critical to e�ective networking.

At Ascendify, we believe that the best way to recruit top talent is to first build meaningful relationships with the people you want to hire.

We make that possible by transforming the static corporate career website into an active and engaging talent community.

It’s like a mini-social network for your company, and everyone gets involved in the hiring process.

THE PROBLEM THE SOLUTION

©2013 ASCENDIFY WWW.ASCENDIFY.COM

©2013 ASCENDIFY WWW.ASCENDIFY.COM

Two-Way Communication

Give candidates the opportunity to ask

questions of hiring managers and recruiters.

Limit messages to 300 characters, which will

make it easier to respond quickly.

1

Light Social Engagement

Make it easy for passive candidates to join

the talent community, and casually interact

with you. Do not require that they apply to

a job in order to express interest in

working for you. This may cause you to

miss out on connecting with valuable

candidates who aren’t ready to commit.

2

Professional Profiles

Let candidates create professional profiles

within your community. This way, their

profiles can be updated in real time, and

you’ll always have the latest version on file.

3

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4

All-Inclusive Talent Pool

The ideal talent pool contains all potential

candidates: external job seekers, internal

employees, and even alumni, so that you

can source from a central place when a

hiring need arises.

5

Two-Way Referrals

Your best employees are connected to top

talent through their social networks. So, give

them easy ways to connect. Employees

should be able to easily recommend their

friends. And likewise, job seekers should be

able to see who they know at the

organization, and ask for a referral.

6

Talent Community Manager (TCM)

Assign a Talent Community Manager to help

build relationships with your future workforce

by facilitating conversations, answering

questions, and posting relevant content.

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Job Fit Transparency

Tell candidates how well-suited they are for

jobs before they apply. This helps to set their

expectations early on, and ultimately improve

the candidate experience you deliver. It also

works to reduce the amount of unqualified

resumes you receive - easing the screening

process.

7

Job Recommendations

Promote a positive candidate experience

by only sharing the job openings that are

relevant to candidates. Don’t waste their

time sorting through jobs that are outside

of their career field or expertise.

8

Candidate Engagement

Keep your talent pool active, by giving

them plenty of reasons to return to the

community. Monthly newsletters with job

alerts and relevant company news will

spark their interest. Just finished a big

project? Won an award? Tell your

community about it.

9

Curate Relevant Content

Chances are, your Marketing team has

developed valuable content about your

company. Simply curate those videos,

slideshows and articles to give candidates a

sense of culture, how the departments function,

and what their professional growth plan might

look like.

10

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