One of the key reasons companies invest in recruitment platforms is to build their own talent pools. This provides a timely and cost-effective supply of candidates and maximises the return on all sourcing investments.

With a massive candidate database, it is criticial that you be able to effectively "fish" for talent in the pool. Our multi-function search allows users to find a specific set of candidates using a comprehensive set of search criteria. This also includes a unique keyword search that allows you to run google-like searches against the CV and other documents attached against the candidates.

How to Get Ahead
An improvement in this area could mean the difference between hiring the best on time and settling for second-best after months of futile search.

Our program generates a continual pipeline of pre-screened candidates, and encourages evaluation and testing to occur before your competitors have even published a vacancy.

Talent Mining
Recruiters are supported with automated search intelligence that sources and identifies talent meeting your specific requirements. On a daily basis, recruiters will be informed about how many new candidates matching their own criteria have entered the database. These private talent searches also crawl out onto the public web so that further appropriate CVs can be identified and captured.

Skill-pooling
When you are embarking on Strategic HR projects, it is crucial to be able to discreetly build skill pools, perhaps for a new operating unit, a new technology, or to pre-empt competitive hiring in a new geographic area. This tool set is also excellent for Graduate CV registration.

Recruiters are also recommended suitable candidates from the existing talent pools when creating important new requisitions – thus ensuring that people already in your grasp are not overlooked. Peer-rating tools also allow recruiters to mark star candidates and to see those recommended by fellow recruiters or hiring managers.

Private Talents Pools
Our clients use this tool for strategic candidates (or ‘talent’), whereby password protected sections, are made available to candidates deserving special treatment. These sections often have specialist advice and contacts, as well as private talent pool vacancies. If an executive meets an individual with tremendous future potential, they are sent here and handled as VIP candidates by recruiters.

Speculative Pools
The Internet has led to a CV-landslide and recruiters are often so busy handling unsolicited or inappropriate applications, they miss the good ones or neglect their duty to respond at all.

Understanding this, we have developed tools to automatically manage the handling, response, filing and evaluation of these applications so that they can be searched, stored and ready to use when you need them.