Tango-Tiger

In non-technology roles, the traditional talent pool is alive and well. Tech recruiting managers turn to their familiar hiring resources, namely:

• Headhunting programs
• Staffing agencies
• Placement agencies and
• Referral programs
To get them a match for their open positions.

The technology industry makes use of all these resources too. But it’s not enough. Job boards and professional networking platforms provide avenues through which you---as a hiring manager—can:

• Post job descriptions to elicit resumes
• Compare open positions with competitors
• Network with movers and shakers of the industry
• Tap into the talent pool of other hiring managers and recruiters

But that’s just about all that you can do.

Some platforms allow you to evaluate candidates, with standardized tests.

These tests are great as screening mechanisms. But they’re not very helpful if you’re trying to build a self-sustaining talent pool of top technology talent.

Why not?

Because talent pools are built on similarity. Likeminded individuals bounce ideas, opportunities and questions off each other. Testing mechanisms available on boilerplate sites don’t allow you to screen for exceptional.

So the talent pool you end up with is likely to become mediocre, eventually.

This isn’t necessary of course. As the person curating this talent pool, you retain the power to reverse this trend of mediocrity. Keep injecting competitive talent. Keep seeking out and sharing industry knowledge, process breakthroughs and more.

Most importantly, force your talent pool out of its comfort zone. Challenge them with assignments, competitions and/or career opportunities that stretch their abilities.

Talent pools serve as a good starting point. The key to a lasting talent advantage is to convert it into a talent community.