TalentCircles: Recruiting in the 21st century

Marylene Delbourg-Delphis, CEO
Serial entrepreneur, Marylene Delbourg-Delphis, CEO of TalentCircles saw early-on the transformative impact social media would have on sourcing and recruiting. Her company, TalentCircles offers a disruptive, yet easy-to-use solution that enables organizations to create and manage their own private branded talent network to drastically reduce talent acquisition costs.

“Today, the Talent Acquisition is so convoluted that everybody is unhappy,” says Marylene Delbourg-Delphis. Potential candidates, because the "application" process is boring or because they can't simply express interest in a company. Recruiters because they have a hard time finding the skills they look for. In short, candidates cannot connect with companies and recruiters cannot connect with candidates, all of this, Marylene says, "is mostly because the technology people use today was designed in the 1990's or the early 2000's at best — definitely before our era, where "social" is now our operating system."

Talent Acquisition in the 21st century requires a new mindset that older technologies can't address. The foundational rule of social is the ability to connect and make people feel connected with you. So you need to engage. This means, you need to enable candidates to join your talent community from everywhere, your career site, your social networks, or during career fairs and this, in one or two clicks. However a "talent community" must not just be a fancy name for a mailing list. Candidates want to join a network, where they have a live profile. Engagement is not a one-way street. If you want candidates to be interested in you, you have to be interesting to them and offer value, such as videos, virtual job fairs, webinars, documents, blog posts, webinars, relevant email campaigns, and of course the ability for them to see new jobs and evaluate how their profile fares against the requirements.

Candidates will be interested in you if you’re interesting to them

"The larger your talent pool, the better," says Marylene. She looks at it as a large live Rolodex of people you know want to work for your company. To make the best of it, it's critical to give recruiters the right tools for them to immediately identify good candidates when they have a position: a talent community is of little value if it doesn't offer semantic job matching functionalities, screening questionnaires and video interviewing capabilities that allow recruiters to evaluate candidates for both aptitude and attitude or easily perform the realistic job preview that ensures that a candidate truly understands what the position entails.

The benefits of building a modern community to support the talent acquisition process are obvious. You are moving away from a reactive recruiting methodology (where you scramble to find viable candidates and must post every single job opening on job boards) and you can adopt a proactive strategy: you build a talent pool adapted to your staffing plan, you cut hiring costs, eliminate the opportunity costs associated with unfilled positions, reduce time-to-hire. Also engaged candidates are more likely to become engaged employees.

Having a significant number of customers, Marylene has no intention of relenting the pace in which TalentCircles is flourishing.

Contact: Website: www.talentcircles.com
Toll free number: 888-280-0808


San Bruno, CA

Marylene Delbourg-Delphis, CEO

TalentCircles allows building, branding, owning and managing live talent network, drastically reducing talent acquisition costs, interacting with candidates via video and optimally executing on staffing plan with no additional overhead