Building an Effective Talent Pipeline
Updated: Sep 9, 2019
We like to define a #talentpipeline as
A pool of candidates that have been properly assessed as potentially suitable for roles that you need to hire for current or future roles, who are constantly engaged and show a desire to work for your organisation.
A pipeline of quality, interview-ready candidates requires time, skills, capability and above all, the right approach to be effective.
For an effective #talentacquisition strategy, you need to first identify who your targets are. Take in to account your requirements for recruitment now, and in the future so that your growth is safe. You should also analyse the gap with candidates that are ready, and candidates that are in demand, and develop a strategy to hire the talent to fill that void. This is why talent pipelines should be assessed regularly.
Traditional #sourcing processes are now defunct: hiring is no longer placing a simple job advert, followed by an influx of applicants that are stored in an ATS. Talent acquisition leaders must become brave explorers, searching for the very best talent. There exists an abundance of opportunities, channels and online portals from which recruiters can directly source high-quality, passive candidates.
To build a talent pipeline, effective sourcing strategies will need to be implemented. #Recruiters should yield the power of online professional networks. Platforms such as LinkedIn have made it increasingly easy to source the most passive candidates in the market. Then enabling them to connect with candidates and track their online activity. They should be encouraged to delve into online networks and start connecting and engaging with a vast array of talent from across the globe.
Recruiters need to seek out talent in order to fill critical roles and capture information about those people’s knowledge, skills, and experience in addition to contact information for ongoing communications. Candidate.ID can be used to track candidates within these pipelines to help with a more effective talent acquisition strategy.
Software like this enables you to take more control over the research, sourcing and engagement of candidates and talent pipelines. Candidate.ID automatically engages with candidates within a talent pipeline, helping you to recruit strategically, building and nurturing defined talent pools to stay ahead of business demand. It can increase pipeline visibility and help you to understand each candidate’s stage of interest and track which sources consistently produce the best quality candidates.
It’s important to remember that each candidate journey is different and taking a one-size-fits-all approach to candidate communications is not nearly as effective as personalising messages to different segmentations. For example, some people may prefer email communications while others respond better to receiving information via social media or SMS.
Regardless of what strategy you choose, don’t let the relationships in your pipeline become ‘stale’. The key to effective pipelining is maintaining communication with potential candidates over the long term.