Talent Pipelines and Talent Communities



One of the UK’s leading independent training providers had been investing in a traditional, costly Managed Service Provision to fulfil their organisational recruitment needs.

This had resulted in the typical challenges seen in a managed service, including: poor service delivery; unacceptable time-to-hire; a high turnover of candidates and new hires; significant interview dropout rates due to poor role and candidate qualification.



  • A targeted, proactive talent pipelining resourcing methodology to create a bespoke talent community/talent club

  • Build a talent community around a range of criteria relevant to requirements including geographical spread, technical qualifications and previous experience

  • Undertake rigorous, bespoke research, developing a comprehensive search strategy and deploying across a range of target organisations to identify, approach and attract relevant high calibre talent

  • Maximise candidate experience and brand recognition opportunities through a clear and transparent outreach strategy to targeted candidates: A dedicated microsite, social media advertising campaigns, and bespoke welcome packs for formally invited talent club members

  • A full talent population following three months of proactive search and selection



  • The training provider has had a high volume of traffic due to the enhanced brand presence, providing an opportunity to present an innovative and forward-thinking face of the business

  • A highly engaged talent club has allowed the provider to stand out from the crowd in a fiercely competitive talent market