6 Ways to Build a Virtual Talent Pool

A virtual talent pool, a group of independent professionals you’ve identified, vetted, and developed relationships with over time, is key to a best-in-class organization.

Independent contractors offer access to specialized, industry-specific skills. They are a valuable alternative to investing in a full-time resource, and cultivating a pool of high-value talent can give an enterprise an edge in many ways. Tap into your virtual bench for specific projects or when you need to scale quickly.

Here are six ways to build your virtual talent pool.

1. Find the Right Talent 

Your virtual talent pool is comprised of independents who are experts in their field, who fit in well with organization culture,  and who have proven their value to the business. When looking for talent, prioritize independent contractors who have in-demand skills and expertise. Consider how well they will fit, both in terms of technical expertise and the soft skills that are critical to success.

2. Communicate Clearly and Frequently

When members of your talent pool are are between projects, look for ways to continue to engage them. Keep lines of communication open to maintain relationships and stay in touch periodically. Fostering connection through communication can help keep you top-of-mind for the

3. Be a Client of Choice

As more organizations develop ways to source in-demand independent professionals, the war for talent is more competitive than ever. Establishing the enterprise as a Client of Choice starts with understanding what independent professionals look for in a client relationship, and then implementing an engagement program that caters to these priorities. This can put you far in the lead in the competition for top independent talent.

4. Implement Contractor Management Processes and Procedures 

Having a defined internal performance assessment process for your independent contractors can help to provide a clear record you can reference. Have hiring managers or project stakeholders provide feedback on contractor work to create a review process that covers the elements most important to your organization. This may include the quality of the deliverable itself as well as communication, execution, or timeliness.

By creating a flexible engagement process and contractor-friendly environment, you can position your company to attract the kind of talent you want.

5. Ensure that Members of Your Talent Pool Fit Well With Your Company

Even if the work they are doing is off-site, contractors will likely work better with managers or internal project teams if they are a natural fit for the culture of your organization. As you hire and work with independent contractors, keep an eye out for those who fit your culture and do your best to make strong connections with them.

6. Continue to Review and Update Your Program

Take a step back and assess the efficiency of your process for engaging and retaining independent talent. If you see areas for improvement, consider using engagement solutions and technology to help identify and manage talent. An expert marketplace like MBO’s marketplace allows organizations to engage skilled independent contractors for consulting jobs with their company. These solutions can help reduce time-to-fill, ensure compliant engagements, and save costs by re-engaging talent.

By curating a virtual bench of trustworthy, qualified talent, you can more easily retain, track, and re-engage these resources.