[Branding 101] How To Create An Innovative And Attractive Talent Pool?

Organizations spend robust energy and resources to build up a successful corporate brand and win customers. But, in between all that, their so-called talent pool dries up when they dip in there to fill a position. Here’s what happens next:


⦁ The top brass mourns the loss of top talent and exacerbates the crisis by going on a hiring spree to replenish what was lost.
⦁ They post job ads, hold interviews, and onboard new employees!
⦁ The process is often short-lived if the corporate brand is not all it was cracked up to be. So, they either leave or become disgruntled employees.


The solution to this problem is to create an innovative and attractive talent pool.
Creating a talent pool is easy but managing and growing is not an overnight task and requires a strategic and long-term approach.
This guide will look at all aspects of managing and growing your talent pool!

What Does Such A Talent Pool Look Like? 

Study shows 89% of employees think that their people leave for more money while only 12% really leave for better financial aspects. By evaluating these stats in view of an organization’s talentpool, we can say:


An organization’s talent pool should be not only a stagnant body of water but also a place where the talent can drink new skills, socialize, and have some fun.


The problem is that organizations don’t understand what a talentpool should look like from the inside and how to manage it. An innovative and attractive Talent Pool is one that:

⦁ Focuses on more than just filling positions
⦁ Is a source of continual learning and development
⦁ Provides opportunities for growth and advancement
⦁ Keep binding and captivating employees and candidates
⦁ Encourages diversity and inclusion
⦁ Supports work-life balance
⦁ Is well-managed and resourced
⦁ It Is a place where talent can socialize and have some fun

Creating such a talent pool requires a shift in thinking from traditional models of HR and recruiting. It also demands a different set of tools and processes. But, most importantly, it necessitates a new mindset among senior leaders, managers, and HR professionals.

What Does It Provide For The Candidates/Employees?

So, what does such a talent pool brings to organizations? How does it retains the talent and make them more competent and focused on getting a position in your organization?
The answer is very simple it provides candidates and employees with a lot more benefits than just financial prospects.

Let’s understand it more closely from the employee’s mouths with a survey of more than 10,000 people!

⦁ 45% said they left their old job as they were concerned about opportunities for advancement.
⦁ 41% said the reason for leaving the job was satisfaction with senior management leadership.
⦁ 36% said they left their job due to satisfaction with the work environment/culture.
⦁ 36% wanted more challenging work, while only 32% were unsatisfied with the rewards or recognition for their contribution.

What does it reveal for a talent pool: It’s not just about the job but where your organization can take the potential talented candidates. Money isn’t the core reason people leave jobs; it’s about leadership and the environment.


Hence an important thing to understand for an organization is that a talent pool should have good financial benefits and include other aspects like job satisfaction, work-life balance, and challenging work. Most of all, an organization’s brand image matters a lot!


Moreover, 51% of L&D pros agree that tapping into internal talent pools is prioritized more after Covid-19. In comparison, 82% of L&D pros agree that engaged learners can more likely find new roles within their company or organization.


This stat is very important as it shows that after COVID 19, people are more interested in developing their skills, and the organization shall provide them with the platform to do so. Moreover, they should be hired for such roles so that their skills are utilized best.

What Should The Branding Of This Pool Be Like?

The branding of the pool should be such that it attracts and retain the best talent. The pool should be branded in a way that it is seen as a place where the employees can grow and develop their skills.
Moreover, the branding should be such that it is seen as a place where the employees can have fun. Here’s how an organization can brand a pool to attract and retain top talent:

⦁ Keep Binding And Captivating Employees

The pool should be such that it captivates and binds the employees to it. It’s branding should be such that the employees feel a sense of belongingness to the pool.
Why does it help? It broadens the organization’s talent pool potential with local and international individuals. This global landscape is an opportunity to grow for both the organization and the employee.

⦁ Make It A Learning Resource:

The pool should be branded as a learning resource. It should reflect that employees and candidates have opportunities to learn new skills and develop their careers.
Why does it help? It helps to improve employee retention as they feel that the organization is investing in their development.

⦁ Make It A Fun Place:

The pool should be branded as a fun place. It should be such that the employees feel that the pool is a place where they can have fun and relax.
Why does it help? It helps to improve employee morale and motivation. Moreover, it helps improve employee retention as they feel that the organization is a fun workplace.

⦁ Make The Pool Visible:

The branding of the pool should be such that it makes the pool visible to the employees.
The visibility of the pool will make the employees aware of the existence of the pool and will make them feel that the organization is concerned about their development.
Why does it help? It helps to improve employee engagement as they feel that the organization is a great place to work and grow more.

⦁ Make The Pool Visible:

This can be done by organizing events and activities that help employees socialize and have fun. It will also help the employees see the pool as a place to relax and unwind after a long day at work.
Why does it help? It helps to improve employee morale and motivation. 

⦁ Making The Pool A Place For Learning And Development: 

The pool can be branded as a place where the employees can learn new skills and develop their careers. This can be done by organizing workshops and training sessions to help employees learn new skills.
Why does it help? It helps to improve employee retention as they feel that the organization is investing in their growth.

⦁ Making The Pool A Place For Innovation:

The pool can be branded as a place where the employees can be innovative and creative. This can be done by organizing events that encourage the employees to come up with new ideas.
Why does it help? It helps to improve employee and candidates’ engagement. Moreover, they can feel the future potential too.
The above points are just a few ideas on how an organization can brand a pool to attract and retain top talent. It’s more like a quick overview that can help an organization develop a branding strategy for its pool.

What Does It Mean To Manage Such A Talent Pool?

The key to a successful talent management strategy is to have the right mix of people, processes, and technology. To manage talent pools, organizations need to understand the concept of workforce planning and improve their strategies for engaging talent pools.


Creating and managing such a talent pool is not easy and requires a lot of effort from the HR department and senior management. However, the benefits that it provides are worth the effort.

And at the end, the main burden doesn’t fall on the shoulder of just HR, but it is a collaborative effort from all the departments to make it attractive for the current as well as the future talent.

Talent Pool Live Case Studies

These are some examples of how different companies manage their talent pools. As you can see, each company has a different approach according to its needs.

⦁ McKinsey:

Interestingly, McKinsey & Company has a completely different approach for their former employees, who they affectionately call “alumni.”
The McKinsey Alumni Center is a portal that helps former employees keep in touch with the company and each other. Indeed, a great way to keep your former employees happy and have a talent pool to dip into when you need it.
It’s worth noting that organizations can broaden their talent pool by 10x just by using their employee’s networks. On a note, it also reduces your cost and time to hire.

⦁ Spotify:

The fact that Spotify managed to attract the best talent and create a strong team despite being a relatively new company is a testament to its talent management strategy.
Their talent pool is dedicated to students, so they get in touch with them before they step into the job world. The new job opportunities and student events at “Students join the band” give the students a chance to see what Spotify offers.
The primary or high school students are not forgotten either. Spotify runs a program called “Spotify for developers,” which helps students to develop their coding skills. Clever huh?
All these initiatives help Spotify to create a strong talent pipeline and engage with the best talent even before they start their careers.

⦁ Mercedes:

The German carmaker understands the power of employee referrals greatly. In their talent network, there’s a cool option allows people to share job opportunities with their friends by email or social media.

⦁ Sodexo

Most companies have “Joint our Talent Community” buttons on their career websites.
Sodexo goes one step further and takes your attention by highlighting the exclusive benefits talent will get by joining their community. They have mentioned that you will get insider knowledge, job opportunities, and local hiring events by signing up there!

Get Help To Create An Innovative And Attractive Talent Pool.

Let’s face it: Not every company has the resources and time to create and manage a talent pool. But that doesn’t mean you can’t create a strong talent pool for your company.
We at NGX Media will be your talent partner to skim the cream of the talent crop for your business. Our expert team will help you identify the best talent and create a strong talent pipeline to meet your future needs. 

Schedule A Free Consultation For your Business Talent Recruitment