6 Steps to Create a Thriving Candidate Pool

6 Steps to Create a Thriving Candidate Pool in 2023


  • 6 Steps to Create a Thriving Candidate Pool

    Subhasish Dutta

    Subhasish is a science graduate but a passionate writer and wordsmith who writes website content, blogs, articles, and social media content on technologies, the equity market, traveling, and other domains. He has worked with Affnosys and FTI Technologies as a content writer.

Frequently Asked Questions

A candidate pool is a database of applicants screened and shortlisted for the next round of interviews. The applicants in the candidate pool have the right skills for an open position.

Building a strong employer brand is essential to attract top talents. The next step is to make a strong presence on relevant social media platforms. Besides that, you need to create an employee-friendly company culture and offer attractive compensation and perks. Another important thing to keep in mind is providing professional development opportunities.

A talent pool is the list of potential employees suitable for an open position. An applicant pool is job seekers who apply for an open position. On the other hand, screened and shortlisted applicants move to a candidate pool.

The top benefits of a candidate pool are:

  • Less time to hire employees
  • Reduces the time and cost of hiring
  • Build a pipeline of highly-talented and experienced candidates
  • Identify candidates for the future employee requirement

Building and increasing a candidate pool requires you to put in a lot of effort and invest time. Here are the steps to increase your candidate pool.

  • Source candidates by posting the job advertisement on job boards like Indeed, Careerbuilder, and LinkedIn,
  • Review resumes shortlisting applicants who match the job requirements
  • Interview applicants to determine who will be the right fit for the job and move them to the candidate pool

Here are the step to filter out candidates

  • Write a clear and precise job description including the desired skill and experience.
  • Use ATS to filter out candidates who don't match the job requirements.
  • Assess the technical skills required for the job.
  • Use behavioral and situational questions to ensure the candidate is culturally fit.
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