A job requisition hits your desk and something about it feels like you’ve seen this before. The core competencies and job ad messaging both seem familiar and the job title you know you’ve positively seen before. You say to yourself, “didn’t we just fill this position last week? last month? last year?” If you a large growing company, this will happen to you more often than you care to count. But the question is how have you leveraged your recruiting process to make filling these common jobs easier?

Every time that you run a job ad you have an opportunity to build of pool of qualified candidates for that specific discipline. Whether it’s a job for a Financial Analyst, Java Programmer or Marketing Specialist, every candidate that shows interest for the job could be a great candidate for future roles in that discipline. The key is to provide easy ways for candidates to add themselves to your Talent Network as well as providing an easy way to reach these individuals when you have an applicable job opening that fits their skill-set.

Here are a few things you can do to start building your Talent Network:

Set up a Database: First things first, you need to have some place to house and categorize all the contacts you interact with from your job campaigns such as a Recruitment CRM. The key to this database is that you want it to be actionable when you have a new position available. You want to be able to send emails and SMS messages to targeted contacts within the database and be able to effectively search through your contacts to identify the best possible fits for the position.

Candidate Opt-In: Once you have a database in place, you need some way to easily filter candidates into your Talent Network. This can be a simple opt-in form during your application process or on your career site, easy to use toolbar bookmarks for your Sourcing team or technologies such as Mobile Recruiting. Either way, you need to figure out simple low maintenance ways to add to your Talent Network with every recruitment marketing campaign you run.

Social Recruiting: Social profiles on Twitter, Facebook and LinkedIn if done right can be a tremendous asset for recruiting. These social portals can help you easily interact with your Talent Network and get to know candidates before the interview process. If your company has the time and energy to build and maintain these networks, they can provide a great place to launch a new recruiting marketing campaign and fill open positions.

When you look to fill a position at your company, make sure that your goal is not to just fill the position but also to build up your Talent Network of qualified individuals for future job openings. If you do, your job will be easier in the future.

About the Author: Chris is the Marketing Specialist for SmashFly Technologies. SmashFly is the provider of the first recruitment marketing platform that provides companies and staffing firms with job ad distribution, Recruitment CRM, mobile recruiting and the best real time recruitment metrics for all their recruiting efforts online.