6 Ways to Expand Your Talent Pool

Think your talent pool is tapped? Think again.

Published on July 24, 2019

In a tight job market, it can be hard to recruit good employees to your organization. Traditional methods of recruiting are becoming oversaturated and it’s hard to stand out among the other postings on job boards. By going outside the traditional methods of recruiting, you can attract an audience you may not have been reaching before and find better talent.


Let’s discuss six ways you can expand your talent pool that you may not have considered:


Know Yourself

The most important thing to do when trying to attract new talent is to have good self-awareness as a company. Why do your current employees choose to work for you over someone else? Are you paying at or above the market rate for high-quality talent? What skills does your company have, and what will it need in the future?


By looking inward first, you’ll have a better idea of where to spend your time when attracting candidates, and you’ll know what you have to offer them. Remember, it’s natural for new candidates to always have “what’s in it for me” at the top of their minds. If you know what your unique value is for them, you can appeal directly to it. 


Use Your Current Employees

Have you tapped into the resources around you? If you’re hiring new people make sure your current workforce is aware of it, and have them participate in the process. Ask them to give you solid contacts from past jobs, or recommendations of people they know who have skills and are looking for work. This can be an effective strategy to quickly find people who will fit in with your current culture.


Consider Freelancers

While your job posting may call for a full time or part time employee, think about reworking it for freelancers. Freelancers are generally cheaper for a company and more plentiful in the job market. Freelancers cost less than full time employees because with freelancers the company doesn’t need to pay for training, healthcare, dental insurance, life insurance, 401k savings plans, vacation time, sick days, social security taxes, payroll taxes, Medicare, federal unemployment insurance, or workers’ compensation. Freelancers are also a less complicated hire because they are typically paid a simple hourly wage.


This year over 46% of Americans will do some form of freelancing. This is a huge pool of talent you can draw from if you break the job description down into individual tasks and projects and contract them out. By taking this route, you open yourself up to new recruiting avenues as well. Online services like tilr can help you reach a new audience: gig workers. tilr helps you gain access to skilled workers fast without having to process them as W2 employees.


Meet Potential Applicants Where They Are

One in eight Americans has worked under the Golden Arches at some point in their life, and more than half of McDonald’s employees are between 16 and 24 years old. To reach that younger demographic faster than their competitors, McDonald’s started accepting “Snaplications” in 2017. In locations that McDonald’s was hiring, people would get ads on Snapchat to apply for a job and could simply swipe up to apply in seconds. 90% of Snapchat users are between the ages of 13 and 24, making it the perfect place to find new McDonald’s employees. This is an excellent example of knowing your target pool of talent and going to them. How can you do the same?


Start a Paid Internship Program

By hiring and training interns from local high schools and colleges, you can expand your pipeline of applicants and get more experience with workers before they are hired full time. Consider the internship a multi-month long interview. If the intern performs well then you’ve found an excellent full-time hire. This method is a win-win because the intern gets quality learning experiences and the company gets a future pipeline of well vetted and trained employees.


Hire for Skills Not Job Titles

Filtering applicants based on job titles alone is like having tunnel vision. Hiring for skills can help you see applicants in the periphery. Just because someone doesn’t have previous job experience in your industry doesn’t mean they couldn’t also be qualified to work for you. Transferable skills are skills employees learn at one job that also apply to a wider range of jobs. For example, someone who has worked as a janitor and a retail sales associate would be reasonably well qualified to work as a housekeeper because they know how to interact with customers and can clean well. By just considering their past jobs this candidate may be overlooked, but tilr can help you uncover and hire for skills.


Having multiple avenues to source candidates from is an important way to ensure your business can quickly fill positions. The next time your traditional talent pool begins to dry up, try some of these new methods to replenish it.