Add a candidate to the talent pool
Capture a candidate’s identity and source without incorrectly treating it as an application for a particular vacancy.
Add a candidate to the talent pool
Capture a candidate’s identity and source without incorrectly treating it as an application for a particular vacancy.
Before you start: Have the candidate’s correct name, email and source through your normal recruitment process. A talent-pool record is separate from a job-associated application.
Steps
1. Open People → Recruit → Talent Pool. Keep All Sources selected and wait for the register to load.
2. Use Search by name, email, skills to search the full name and email. Compare any likely matches. If the intended person already exists, skip steps 3–5 and inspect their card in step 6. Resolve two plausible identities before adding another.
3. Select Add Candidate and confirm the form is Add Candidate to Talent Pool. Enter First Name, Last Name and Email. Enter the optional Phone only when you have the appropriate information.
4. Choose the actual Source, such as Direct Application, Referral, LinkedIn, Job Board, Agency, Internal or Other. Check that the source describes how this candidate reached you, not the next recruitment stage.
5. Check spelling and the complete email address, then select Add Candidate once. If the response is slow or you return to another People view, reopen Talent Pool and search the original identity before trying again.
6. Find the card and compare its full name, email and source with the candidate’s information. Leave the view, return and check the same card again.
7. If the person needs to be considered for a vacancy, use your supported existing-candidate association process. Do not create the same person again in Pipeline merely to attach a job.
Expected result
One talent-pool identity is available with the intended contact details and source. It is not yet evidence of an application, interview, offer or hire.
Common pitfalls
- A connection error is not an empty register. Resolve loading before deciding the candidate is missing.
- Talent Pool intake does not tie the person to a specific job. Check the actual application relationship before reporting vacancy progress.
- Keep recruitment notes relevant to the role and use the approved location for CVs and other candidate documents.
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