Building a Talent Network of Potential Candidates


As an affirmative action government employer AT&T can’t accept resumes unless the company is actually accepting applications for a position. In an effort to maintain a connection to potential candidates, AT&T has created a talent network which the company uses as a marketing database for talent, explained Carrie Corbin (@attjobs), Associate Director Talent Attraction for AT&T.

The talent pool has turned into a step beyond the traditional job alert, said Corbin. Their regular newsletter has information about hot jobs in certain areas, company news for which candidates are actually eager to hear about, and if you stay in the talent pool AT&T gives away a prize every month.

Get the details from Carrie in the short video above.

4 Responses to “Building a Talent Network of Potential Candidates”

  1. RealityCheckPlease

    It’s not that Social Media Recruiting is big, it’s that companies cannot deal with the flood of applications. It’s simply easier to source people than it is to even view every applicant’s resume, much less actually screen them all! Poor, poor, pitiful AT&T…. If the economy ever does “recover” and we go back to the days of competing for candidates? Today’s recruiters will be totally lost! The Top Talent in any discipline will not be reading tweets or blogs, not be checking their LinkedIn groups, not be “Liking” any corporations of any size. Companies have created their own “Culture Of Mediocracy” by embracing Social Media – which is just passive advertising in an Armani Suit. I saw a post on G+ by someone in response to a dairy product Facebook campaign: “I really don’t want to be Friends with my butter”….

  2. “If the economy ever does “recover” and we go back to the days of competing for candidates? Today’s recruiters will be totally lost!”

    Recruiters maybe, headhunters no.

  3. thealphafemme

    @REALITYCHECKPLEASE I’m a little late to the commentary here, but our Talent Network (which is currently getting a facelift to allow people to link to their social profiles), at it’s core, is a marketing database with warm leads from candidates who have opted in and is one way communication. It’s not social media and it’s not a Talent “Community” either.

    I do also lead the social media recruiting for my team, and I DO encourage it’s use as a brand AND a conversation tool, but I disagree about the culture of mediocrity. If anything, candidates have an EASIER time getting beyond the resume black hole submission process and have an outlet to contact us and get real answers (vs. the 800# that us and many others have used in the past). And it’s still amazing to me how many people come to our FB page and ask if we have any jobs open. They don’t know where to look, but they are on Facebook and they see us on Facebook and they reach out. The consumer mind-set is changing from reaching out to a static website in hopes of finding an email address or phone number, to searching out companies on FB or Twitter to get questions answered in real time. It’s not so much about being friends with your butter, but just evolving as we bring the conversation full circle to realize that thinking in terms of friends is a narrow focus, but looking at how we can connect and have two-way conversation provides a new level of customer service across the board for the companies that do it well. And it’s certainly not passive. Social Media should be sticky and engaging – when appropriate depending on the target audience.

    But regardless of the state of the economy – we are always competing for candidates and may still reserve the option to just not hire anyone than to hire the wrong person into a job. Just because there are plenty of candidates, doesn’t mean that companies always have the cream of the crop either and don’t have to work for them. We have an incredible team of sourcers who function almost as our own internal headhunters and trust me, they can find talent. What our team has done is simply reduce the administrative burden from our recruiters in a lot of areas because yes, we are a big brand with a high volume of jobs and applicants… but at the same time, we are equipping our recruiters with other tools and resources and if something doesn’t exist that can do what we need to do, we often develop it – which is what we did with the talent network.

    It’s easy to decry what big business does that may be different from the one man dog and pony show trying to make it as an independent recruiter, but at the end of the day, these tools create efficiencies to ultimately make it easier for us to hire, and the job seeker wins here as well, so it shouldn’t be frowned upon or not used because we fear someone’s ability to smile and dial is somehow going to go away. If that was the stance any of us took when faced with using technology to streamline, business wouldn’t get done regardless of the size of the company. And the beautiful thing about the companies who innovate and find new ways to do things because we aren’t afraid of change and trying something new is that those solutions can often be adapted or tweaked for most size businesses.

    Interesting infographic that speaks to this topic: Why Jobs Remain Unfilled Even Though Unemployment is High