Bringing Talent Relationship Management to the Forefront of TA Strategy

Hi Recruiters,

In 1992, the U.S. Men's Olympic Basketball Team—famously known as the "Dream Team"—dominated the world stage, showcasing what happens when you assemble the greatest talent in one place. This concept of a dream team isn't limited to sports; in the workplace, we call it talent density. Talent density measures the concentration of high-performing individuals who elevate everyone around them.

But, how do you create your own dream team? It starts with a new way of thinking about recruiting. Instead of simply filling roles, you need to focus on finding the force multipliers who will have an outsized impact on your organization. That's where Talent Relationship Management (TRM) comes in—a long-term, strategic approach to building relationships with the top talent that can make all the difference.

The general premise is: A handful of people within any organization tend to generate the most value. They're “force multipliers,” boosting the productivity, quality, and innovation of every project and team that they touch. Talent density measures the quality and concentration of these skills and capabilities within your company. The benefit? Faster growth fueled by fewer employees.

@Shannon Anderson explained the benefit nicely in this article, “Hiring with a talent-density mindset isn't about filling seats; it's about assembling a dream team, one mighty hire at a time. [...] Adding a phenomenal hire is like Red Bull; it gives you wings.”

In an article in HBR about boosting team productivity, a few suggestions for the recruitment function are recommended:

1. Rethink recruiting so that recruiters help managers focus on how new hires will enhance team productivity (not just maintain a status quo).
2. Proactively move people into roles that leverage their strengths and support their development.
3. Pay at or above market rates.

Because accomplishing number three is a no-brainer and depends largely on the health of the business, let's focus on the other two.

In the HBR piece, Josh Bersin says, “Recruiters should challenge every hiring decision [...] urging managers to consider talent density and how each new hire will enhance overall team productivity.” Talent density isn't just a buzzword; it's the key to faster growth, bigger wins, and, yes, your own version of a dream team. It starts with TRM and a commitment to hiring not just for today but for the future. So, are you ready to level up?

TRM: A Foundation for Building Talent Density

TRM is all about creating and maintaining strong, long-term relationships with potential candidates—even before there's an open role to fill. This proactive approach aligns perfectly with the changes Bersin suggests. By fostering meaningful connections over time, recruiters can:

• Gain a deeper understanding of a candidate's strengths, passions, and potential.
• Build pipelines of talent ready to step into roles where they can have the most impact.
• Nurture relationships with force multipliers, ensuring that they feel connected to your organization when the right opportunity arises.

Think of TRM as the groundwork for enhancing talent density. It ensures you're not just hiring to fill immediate gaps but also actively building that dream team that will propel your company forward.

Three Ways to Make TRM Work for You

1. Define exactly who you're looking for. Work with hiring managers to pinpoint the roles where a force multiplier can thrive. Go beyond hard and soft skills—what are their passions? What might inspire them to consider a new opportunity?
2. Create a community. Picture a small, vibrant pond where the biggest, brightest fish come to thrive. By fostering an environment where top-tier talent can connect with your brand—and with each other—you set the stage for something extraordinary. I achieved this firsthand at T-Mobile, though in a slightly different way. I brought together our top performers and partnered with them to attract high-quality referrals. Why? Because top talent knows top talent—birds of a feather, after all. The result? A significant boost in our applicant pool, most of it powered by these high-caliber referrals. It wasn't just effective; it was transformative.
3. Establish rapport. Rapport is built on consistent communication and, most importantly, providing value at every touchpoint. Let's be clear: a “just checking in” email isn't providing value—in fact, it could be negatively impacting a relationship. Instead, offer insights, industry trends specific to their skills or experience, opportunities for personal growth, or anything else they might be legitimately interested in (you know, sports or entertainment and whatnot—be creative).

Technology: The Backbone of Modern TRM

Let's face it—building and maintaining a TRM strategy that aligns with talent density goals can feel overwhelming. Technology like a unified talent acquisition platform can help keep things straight and support each step, providing the structure and tools to make this approach scalable and effective.

Here's how the right technology supports TRM:

• Centralized Candidate Data: Modern platforms, like hireEZ, act as hubs, keeping past interactions, preferences, and key details easily accessible. This gives you holistic visibility into your relationships without needing to switch between systems.
• Relationship Nurturing Tools: Candidate Relationship Management (CRM) features combined with the ability to structure candidate outreach campaigns and measure engagement easily are key to staying connected with the right people in the right ways, especially for recruiters managing high volume.
• Data-Driven Insights: Analytics capabilities reveal larger patterns in candidate engagement and pipeline health, empowering hiring teams to refine their strategies over time.
• Seamless Collaboration: Integrated systems foster alignment across teams, streamlining the decision-making process and ensuring that everyone's on the same page.

Achieving talent density isn't just about making great hires—it's about committing to a different approach to recruiting. By focusing on long-term, meaningful relationships through Talent Relationship Management, you can identify and engage the force multipliers who will drive your organization forward.

TRM provides the foundation for a strategic, proactive talent acquisition process, and with the right technology to back it up, relationships can be nurtured at scale. The result? A talent-dense organization powered by people who elevate everyone around them—a true dream team ready to meet the challenges of tomorrow.

Who's on your dream team?

• Candidates feel the recruitment process has lost a personal touch
• "DOGE Is Hiring"...Why TA Matters
• Job Applications Have Increased by 33% in The Past 6 Months

Building your own dream team is about more than just filling roles—it's about finding the individuals who elevate everyone around them. That's why I've assembled our very own dream team for the upcoming webinar Preparing for the future of 2025 and Beyond.

Join hireEZ's CEO Steven Jiang, alongside Cielo Talent's Matt Jones and Rebecca Volpano, on December 4 at 12:00 p.m. CST. Together, we'll dive into what TA leaders need to know to thrive in 2025.