A talent pool could be regarded as the best investment that an HR Department would make for their company. Of course, investing in this one would not only mean money but a lot of dedication and hardship as well. There are a lot of sources in which you could explore in ordet to have a more "quality-inclined" talent pool.
Of course, these avenues would include online recruitment, alumni/school partnership, referrals, and headhunters. Just building a talent pool should not be considered as the last step in this recruitment strategy. As Alan Whitford mentioned in his blog, committing for a great career opportunity for these people in the talent pool should be prioritized. Here is an excerpt from his blog post:
And, of course, if you are being clever about attracting candidates to your career site,you MUST deliver to them a great candidate experience. Whether or not you hire the individual, this initial contact with your company sets the groundwork for the long term communications and relationship that can be extended throughout that person's network as well.
As a recruiter, you must find ways and things which would improve your talent pool. Trust me, it's worth it.
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