Candidates ready before the vacancy opens.
Starting from scratch on every vacancy costs weeks and good candidates. This training teaches your recruiters to build a warm pipeline and put candidates forward within days.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Every new vacancy means starting the search all over again
- The ATS is full of CVs, but nobody knows who is still available
- Strong runners-up are never heard from again
- The same roles keep coming back, yet it still takes weeks before there are candidates
What the Talent pooling training delivers for your team
Better quality of hire
Better hires for scarce profiles
For each in-demand profile, your recruiters keep a group of candidates warm who have already been interviewed and assessed. So you fill vacancies even where the market is tight, with candidates you already know.
Shorter time to hire
Shortlists in days, not weeks
When the vacancy opens, the first candidates are already lined up. No cold start, just immediate shortlists.
Satisfied hiring managers
A hiring manager who counts on your team
Putting forward the right candidate quickly, time after time, makes recruitment the hiring manager's go-to partner. They know: recruitment already has the people lined up.
Better candidate experience
Candidates who feel seen
Candidates in the pool get attention, information and honest contact, even when there's no suitable vacancy for a while. They notice, and they tell others.
Lower cost per hire
Lower cost per hire
Candidates who are already in view don't need to be recruited again. That saves advertising budget, search time and weeks in which the role stays empty.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 Filling the talent poolGather candidates for the roles that keep coming back
What your recruiters learn
- Choose which profile is worth a talent pool: one the organisation keeps asking for and where candidates are scarce
- Define the pool clearly by education, experience and location
- Bring in candidates from seven sources, from active search and employee referrals to events and open applications
- Make fresh use of candidates who were narrowly rejected or were hired before, and include internal candidates
- Choose the sources that deliver most for each pool, within privacy rules
The result
A focused pool for a profile that is genuinely in demand, filled from sources your organisation already has.
02 Only suitable candidatesKeep the pool clean and reliable
What your recruiters learn
- Screen candidates on hard requirements as well as motivation and personality before they join the pool
- Check regularly whether candidates still fit and are still available
- Record candidates in the ATS so they can be found the moment a new vacancy opens
- Handle candidate consent properly, so the pool complies with data protection rules (GDPR)
The result
A pool in which every candidate is suitable and easy to find, instead of a full but unusable database.
03 Keeping candidates warmStay in touch so candidates remain available
What your recruiters learn
- Set up a contact plan that keeps candidates engaged and available
- Share content that gives candidates real value: information about the organisation, advice and personal attention, not just vacancies
- Choose per candidate between one-to-one contact and messages to the whole group
- Match how often to get in touch to how actively a candidate is looking
- Automate smartly without making the relationship impersonal
The result
Candidates who know and trust your organisation, and say yes as soon as the right vacancy opens.
04 Hiring from the poolFrom warm pipeline to signed contracts
What your recruiters learn
- Decide each week which candidates are ready to put forward
- Use those candidates in three ways: for open vacancies, proactively with hiring managers who will soon need someone, and through online visibility
- Sort out paperwork that can hold up a hire, such as diplomas and certificates, in advance
- Agree who in the team does what, and measure how many hires come from the pool
The result
A pool that demonstrably produces hires, including for vacancies that hadn't officially opened yet.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
This training
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08
Successful selection
Better assessment, better hires