Avanti Talent Bank Job

[Ellwill]

Unfortunately I've been in the talent bank for now over a year, haven't got a call/email and the same role at Birmingham New Street has been advertised again. Looks like will have to apply again...

I would email recruitment directly and ask them in polite terms what on earth they think they're playing at...

 

[ayub95]

I would email recruitment directly and ask them in polite terms what on earth they think they're playing at...

Thanks for that will do. Is there any other recruitment email if anyone knows apart from recruitment.admin@avantiwestcoast.co.uk as they have not responded to my gentle prods?

 

[Ellwill]

Thanks for that will do. Is there any other recruitment email if anyone knows apart from recruitment.admin@avantiwestcoast.co.uk as they have not responded to my gentle prods?

If you've had an email from a particular person within the department (ie:"name.surname@avantiwestcoast.co.uk") before you may have more luck speaking to them directly, or if push comes to shove look for them on LinkedIn and drop a message on there.

I fully understand your frustration as someone who's been rather persistent with another TOC which has had me stuck in their talent pool for more than a year now. To their credit, they do at least bother to respond to my queries, however lacklustre and uninformative said response may be.

 

[Kamkh]

Same waiting for on board csa Preston coming up to 7 months now

I have now been in the same talent bank for Preston almost 8 months. Emailed last week and just got 'no current vaccancies'.

 

[JP65]

I have now been in the same talent bank for Preston almost 8 months. Emailed last week and just got 'no current vaccancies'.

Got the same thing when I emailed last week.

 

[HeelBurton]

If you've had an email from a particular person within the department (ie:"name.surname@avantiwestcoast.co.uk") before you may have more luck speaking to them directly, or if push comes to shove look for them on LinkedIn and drop a message on there.

I fully understand your frustration as someone who's been rather persistent with another TOC which has had me stuck in their talent pool for more than a year now. To their credit, they do at least bother to respond to my queries, however lacklustre and uninformative said response may be.

I would add here that some people get slightly funny about looking for them on Linkedin, so just be careful and mindful that they may not want appreciate or respond the way you may expect.
Ive had people message me on instagram which is a bit too personal. I know it shows initiative yes, but, but to some, it can be percieved a little differently.
I understand peoples frustrations about being in a talent pool, but what this system is designed to do is to be able to pull names out of this pool when vacancies arise. You are not applying for a vacancy that already exists, which means yes, you may actually be in here for a while, and longer than anticipated. I almost advise people to apply and then keep their options open or forget about having applied. The talent pool is a long term game, not a short time push. Some TOCS are better with keeping people in the loop than others, but with changes in personel and business requirements within the rail industry constantly, efficiency can rise or fall accordingly.

 

[Ellwill]

I would add here that some people get slightly funny about looking for them on Linkedin, so just be careful and mindful that they may not want appreciate or respond the way you may expect.

My rule of thumb would be that if they actively post recruitment content on LinkedIn than it doesn't hurt to reach out, especially if you've already met them in person at some point in the recruitment process.

 

[Zugaga]

I would add here that some people get slightly funny about looking for them on Linkedin, so just be careful and mindful that they may not want appreciate or respond the way you may expect.
Ive had people message me on instagram which is a bit too personal. I know it shows initiative yes, but, but to some, it can be percieved a little differently.
I understand peoples frustrations about being in a talent pool, but what this system is designed to do is to be able to pull names out of this pool when vacancies arise. You are not applying for a vacancy that already exists, which means yes, you may actually be in here for a while, and longer than anticipated. I almost advise people to apply and then keep their options open or forget about having applied. The talent pool is a long term game, not a short time push. Some TOCS are better with keeping people in the loop than others, but with changes in personel and business requirements within the rail industry constantly, efficiency can rise or fall accordingly.

This is brilliant, thank you. Not because I have been sending out stalker vibes (or at least I hope not) but because it gives me an idea of railway vs other industries. Would I be right in thinking (& readers advised to bear in mind) that your interview does not end until, at the earliest, you are off the premises?

My rule of thumb would be that if they actively post recruitment content on LinkedIn than it doesn't hurt to reach out, especially if you've already met them in person at some point in the recruitment process.

Is it also perhaps the case that those with the temperament to sit tight and wait for instructions are more likely to get hired--because they might be needed to do this in an emergency?

Also, without wishing to be pert or anything, more often than not I have found that the people I am told will be on the interview panel and the people who actually do the interview are not the same.

 

[HeelBurton]

This is brilliant, thank you. Not because I have been sending out stalker vibes (or at least I hope not) but because it gives me an idea of railway vs other industries. Would I be right in thinking (& readers advised to bear in mind) that your interview does not end until, at the earliest, you are off the premises?


Is it also perhaps the case that those with the temperament to sit tight and wait for instructions are more likely to get hired--because they might be needed to do this in an emergency?

Also, without wishing to be pert or anything, more often than not I have found that the people I am told will be on the interview panel and the people who actually do the interview are not the same.

The people who interview will send the result to HR/Receuitment but this doesn’t guarantee that

1. You’ll be on the very next course
2. You will be informed straight away

So quite often or not reaching out to someone who’s interviewed you they would not be in a position to give you an update rather than to await a call from recruitment or HR. Or that’s what’s happens where I am at anyway

 

[Ellwill]

Is it also perhaps the case that those with the temperament to sit tight and wait for instructions are more likely to get hired--because they might be needed to do this in an emergency?

I would personally recommend limiting talent pool related queries to every three/four months. It shows persistence without looking desperate or worse impatient. It also keeps the recruitment team up to speed with any changes in your personal circumstances that they may need to know about, for example changes to your contract at your current job that increase your notice period.