Build relationships before you need to hire. Organise sourced candidates, past applicants and previous finalists into talent pools. Stay in touch over time and revisit the right people when a suitable role opens.
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For in-house hiring teams and recruitment agencies, the relationship should last beyond one role. Talent pools connect the people you find today with the roles you need to fill tomorrow.
Build pools by skill, seniority, location, clearance, notice period, or anything else you track. A candidate can sit in as many pools as they belong to, and pools stay current as profiles change.
Sequences that run over weeks and months across email and LinkedIn, paced like a human would pace them. Every send stops the moment someone replies, so nobody gets a follow-up after they have already answered you.
A previous finalist may be right for a future role. Add them to a talent pool, stay in touch and revisit their interest when a suitable opportunity opens.
When someone in a pool replies, engages, or updates their profile, it lands in your action items with the history attached. The follow-up sits on a list instead of in an inbox you meant to get back to.
A role comes in that fits a pool you have been nurturing. Move people straight onto the job pipeline, with every past conversation, note, and screening score already on the record.
Consent is tracked on the record, right-to-be-forgotten flows are built in, and unsubscribes are honoured across every sequence. Long-term nurture only works if the compliance holds up.
Nurture only pays off if it runs for months without anyone remembering to run it. Here is the loop.
Newly sourced candidates, past applicants and previous finalists all belong in your hiring network. Keep the relationship going after one role closes.
Group candidates around the skills your team needs, the locations you hire in and the people you would like to speak to again.
A nurture sequence goes out over months, not days. Useful contact, paced properly, across email and LinkedIn, and it stops the second someone writes back.
Interest lands in your action items with the whole history attached, so the recruiter picking it up knows exactly what was said and when.
Open the pool, move the right people onto the pipeline, and start the role with a warm shortlist instead of a blank search.
Every role you run feeds people back into pools: new candidates, updated profiles, fresh runners-up. The asset compounds instead of going stale.
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What recruiters ask before they start working the database they already have.
Make more of the relationships your hiring team has already built.
See pools and nurture sequences running against your own candidate database.