If Talent is a measurement, it is also fluid as there is no real start and stop to the candidate hiring process. While the recruiting process begins when you post for the position, job seekers do not begin searching and sourcing for positions at the same time.  This is why talent is a fluid process and by creating doorways into engagement with those interested parties through a talent network, you can create a more fluid recruitment and talent process for everyone involved. 
Talent Management is defined as the “ongoing process of analyzing, developing, and effectively utilizing talent to meet business needs.” The most important part of this definition is that it is the ongoing process. Even before you post a job online you’ve already started the process. Cultivating job requirements, defining specific duties, and creating a strategy on when and where to post the job are all parts of the actual recruitment strategy. Most companies take job applications prior to opening a specific job to have an ongoing candidate resource pool.
This process should be looked at as an ongoing cycle rather than the isolated event of posting a job online. This is even more crucial when your company relies on networking and employee referral efforts that have historically resulted in hiring a higher quality of candidates. Talent acquisition starts before you post your first job. In order to higher quality candidates you must start networking and engaging in potential recruits to build a talent pool.
Creating a more fluid talent pool is essential in an economy on the rise. Finding and recruiting top talent is the #1 priority of all recruiters and hr professionals. The quality of talent is a reflection of how well the HR department tracks, trains, and recruits. If recruiters are looking to keep top talent and increase the performance of their workforce, it’s essential to understand that talent is measured beyond the traditional concept and that in order to be successful you must always be recruiting and networking with top talent.
Is your talent fluid? What are you doing to keep it more fluid in your workplace?

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs


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