Are you Proactively Identifying Potential Candidates?

Steps you can take to ensure your network is there when you need it.

Build a Talent Pipeline: Garnering talent before you need it can catapult you ahead of your competition. Our 2013 Recruiting Trends Survey results highlighted what most of us already know – the need to fill positions quickly is a challenge when it comes to hiring top talent. Often hiring managers need to fill a vacancy or bring in new skills ASAP. Whether you are a recruiter, hiring manager, or team member, tight deadlines add to the pressure of placing someone in a key role. We recommend that clients build a talent pipeline in advance of the hiring need, especially for positions that are in constant demand. This is a great way to overcome the challenge of short timelines and the need for specific skill sets. Over 50% of the recruiting trend survey respondents indicated they spend between one and five hours monthly building and maintaining a network of potential candidates.

Pipeline building involves posting the position, accepting resumes from active job seekers, networking/sourcing to identify passive job seekers and keeping communication with candidates active until you have an open position.

Tips on how to build a talent pipeline:

  1. Start planning. Take stock of the skill sets that are making your organization successful and determine which skill sets will be needed down the road.
  2. Let active job seekers know that your company is soliciting resumes for anticipated future hiring and provide an estimated timeline.
  3. Stay in contact with prospects.
  4. Stay connected with and get to know candidates through social media channels if appropriate to your business and industry.
  5. Schedule occasional events or lunches/coffees with prospects.
  6. Keep accurate notes/records regarding the availability and interest level of the individuals on the list.
  7. Tap into your candidate’s network. Ask pipeline candidates if anyone they know may be interested in learning about your organization’s job opportunities and whether they know of anyone else that you should be networking with.
  8. When to start pipeline building? As soon as possible. Lead time can vary as demand fluctuates and ideally, you’ll want to capture both active and passive job seekers to ensure the highest quality talent pool when you are ready to hire.
  9. Determine if outside resources may be required. What is the budget for recruitment efforts?

Pipeline building is great for frequent hiring needs. Maintain a pipeline of available resources so you’re not starting from scratch each time a position becomes available.

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As a recruiter, I’m exposed to new opportunities and information on a daily basis. I thrive on learning about new industries, new technology, new positions—and then using what I’ve learned to help make a great candidate-company match.