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Alan Whitford

Talent Pool
Hi, just found your blog via Sumser article.

One of the key differntiators that I have talked about over here (Europe) is that eveyone has a talent pool if they have ANY type of candidate filing system - most just don't have any way of accessing it. Meanwhile, the accepted terminology that Hank started has a talent pool as an interactive, candidate communication environment.

My take is that what recruiters really really want is a 'talent puddle'- in other words the tradtional shortlist of truly qualified candidates.

In a sense, that is what Hire, Taleo, BrassRing and others are all really trying to achieve. Whereas the job boards area actually creating Talent Oceans.

Looking forward to further musings.

Alan

Doug

Alan--you are right on. That is why Hire has always promoted bringing job board candidates back to the corporate site to start a private relationship. That pool is based on interest profiles (not resumes) and the size is somewhat irrelevant--in fact the larger the better invoking the law of large numbers for tapping top talent. At the time a position is promoted, using a candidate self-service pre-screening filter narrows the pool to the *puddle* you describe. The posting on Plantronics from last Friday describes this well--in fact if you click on the hot link technology it will play a movie of Layne Buckley describing this filtering process.

Alan Whitford

Just read the plantronics article. Excellent and Layne sounds amazing. BTW, say hi to Hank and Bucky for me - you and I never met (I think), during my 2 year stint on the Advisory Board - but I like your thinking of setting up the blog.

Along those lines, you have inspired me to try it out

http://e-recruitmentstrategy.blogspot.com/

Still in formative stages - and I need to figure out links to yours and others - if you would be interestd.

Best regards

Alan

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