Machines are better at hiring talent than humans. Or so they tell us. Sourcing, candidate screening, job matching, source of hire data, time to hire metrics – all of these and more are aided or provided by tech tools and systems. Technology certainly makes the role of the recruiter more refined, effective, and efficient, but we can’t remove people from the mix entirely. We think that the human touch is still a vital component to making successful hires. Even with cognitive technology at our fingertips, the last say on a hire is a person, not a machine.

Your talent community craves personal contact. Who wouldn’t? We live in a world of machines; in a world of a million ways to stay connected without ever having to actually talk to someone. So it’s nice, feeling like someone is taking the time to talk to you – just you. But we know that’s not the most effective way for a recruiter to spend their time, especially if your talent community is made up of thousands of people.

The solution? A question and answer community that is designed around motivation, recognition and contribution value that allows you to target specific members. Imagine the member’s delight when they receive a message requesting them specifically to participate in a discussion. It feels good to receive that message and it feels even better to receive a recognition on their response.

It doesn’t stop there. Engagement isn’t just about reaching out and showing your face. It’s about providing the right kind of content – well directed, on-message, industry-relevant, interest-piquing, and timely content. After all, there is no point in engaging in discussions that hold no value for you or your talent community.

So how do you do begin to engage your talent community? By inviting them into your Talent Dojo. And what do you do with your Talent Dojo? Educate, participate, and invigorate.

Educate: The members in the talent community you’ve built within your Dojo are there for a reason. They are interested in your organization. They want to know more; they want to have the insiders edge that will give them the advantage. So why not give it to them? Provide them with background information, updates on company projects and products, and company trivia.  As you provide them with information, ask them for feedback and what they think.  Perhaps even go so far as to ask ‘how might you have done this differently?’  It’s a great way to both educate your Dojo and learn about your members.

Participate:  Encourage participation from both your members and your team collaborators.  The more you can get your own team active in the Dojo, the more opportunities members will have to interact and contribute.  The more collaborators you have to lead community discussions, the more diverse the discussions will be.  Chances are likely your Project Manager on the development team would ask entirely different questions than your Marketing Manager – which also means that you can better target segments of your Dojo by leveraging the diversity of your collaborators. Added to that, a valuable perk of having several of your own team members interacting with Dojo members means that you can gather different perspectives about members you might otherwise miss if you were relying on just yourself.

Invigorate: Worried that your Dojo is getting a little stale? Provide your members with challenges, surveys, brain teasers, and contests. Remember that community discussions don’t have to just revolve around your organization.  You can also consider trends are going in on your industry that you can build discussions around, which will help you to learn which candidates are engaged and informed about your industry. Another great way to shake things up a little with your Dojo members is to invite them offline for an event.  While this approach is more time consuming and requires effort from both HR and marketing, the results can be amazing.  While Talent Dojo can create an amazing online experience, there is still nothing like a real live meet-up.  Invite your prospects to in-person events where your recruiters and employee brand ambassadors can meet with them, whether it’s a recruiting event, an informational event, or an after five networking event. Through the Community Discussion you can create an invitation and share it with either a select group or the whole Dojo, and collect your RSVPs through a simple Yes or No answer.  Coordinate with your marketing and recruiting teams to find a suitable date and time that works for a handful of staff to plan and participate in.  

Don’t leave recruiting just to the machines. Take a proactive approach and insert a little human touch to make the best hiring decisions you can.