Talent acquisition teams are under pressure to ramp up hiring despite having fewer resources. With tighter budgets, leaner teams, and a growing demand to maximize ROI from recruitment technology, the challenge is clear. Adding to this complexity, 53% of companies plan to increase hiring by 2025, but only 41% anticipate an increase in TA budgets.

This gap underscores the importance of creating and maintaining an engaged talent network — a community of prospective candidates that can fuel your hiring pipeline and deliver results, even in lean times.

The value of a strong talent network

An engaged talent network is more than a list of names. It’s a pipeline of potential candidates nurtured over time to ensure that you’re not starting from scratch when roles open. For example, organizations that invest in building and nurturing pipelines often reduce their time-to-fill, saving significant time and costs while maintaining quality hires.

Moreover, engaging candidates early — whether they are silver medalists, opted-in contacts, or passive job seekers — elevates their experience with your brand, making it easier to convert them into hires when the time is right.

Tips for building an engaged talent network

In our recent webinar, “Building an Engaged Talent Network,” our experts explored actionable strategies for unlocking the full potential of your talent network, focusing on data-driven insights that drive meaningful, sustained growth in your candidate pipeline. Check out some of the top tips from the session:

1. Capture leads early with apply start

One of the most effective ways to build a talent network is to capture candidate information before they complete an application. For instance, if someone abandons an application, having their name and email allows you to follow up with tailored messages, such as reminders to complete the application or invitations to provide additional information.

This approach reduces drop-offs and allows you to continue nurturing candidates through job alerts and targeted campaigns.

2. Leverage audience segmentation

Audience segmentation is a powerful tool for tailoring communication to your candidates. By segmenting candidates by industry, skills, career level, location, or even motivations, you can personalize your outreach and create meaningful connections. Going deeper — personalizing messages based on a person's role, aspirations, or professional history — creates an even more impactful experience.

3. Automate workflows for efficiency

Automation is key to managing your talent network effectively. Workflows like sourcing automation and drip campaigns enable you to nurture candidates at scale while maintaining a high-touch feel.

For instance, workflows can automatically source, segment, and communicate with candidates in your CRM, allowing your team to focus on strategic tasks. Similarly, automated follow-ups, such as interview preparation tips or personalized content, ensure candidates feel valued throughout their journey.

4. Focus on personalized, genuine communication

Candidates appreciate personalized communication that acknowledges their unique backgrounds and preferences. By tailoring content to their interests and career goals, you can avoid the pitfalls of impersonal outreach.

For example, if a candidate expresses interest in military-friendly opportunities, providing targeted resources and relevant job postings shows you value their experience and aspirations.

Learn more about building effective talent networks here. 

Long-term engagement starts with your talent network

An engaged talent network doesn’t stop at the hiring process. Nurturing candidates, new hires, and even alumni builds long-term relationships that can lead to referrals and repeat hires. Simple gestures, like asking for referrals or inviting employees to share reviews, can go a long way in maintaining engagement.

Building an engaged talent network is not just a recruitment strategy — it’s a competitive advantage. By capturing candidate information early, leveraging segmentation, automating workflows, and prioritizing personalization, TA teams can create pipelines that efficiently deliver quality hires.