pipeline of talent

Posted by Judy Fort on January 23, 2015



Whether just still perfecting or with highly-developed talent management strategies already in place, it is a good idea to be constantly looking for quality candidates, even when there is no immediate opening in the organization. There are many ways to say this, and perhaps the most popular is to always be recruiting. This helps you move away from always having to react to hiring needs to taking a more proactive approach to finding the best applicants (Be a Lean, Mean, Creative Recruiting Machine in 2015).

Pipelines can be made up of both active candidates (those who have applied on your website or through another channel) or passive candidates (those currently holding a job and not actively looking). The techniques used to engage both audiences can vary greatly, are there are a lot of tips out there for recruiting and hiring from both groups. In Recruiting Active vs. Passive Candidates, Jen Picard discusses the differences between talent across these categories and how to recruit in each group.

Having a pipeline of talent in place by continuously accepting resumes from strong applicants comes in handy in many different cases, such as when your growth exceeds expectations or someone leaves unexpectedly and a succession plan for that individual is not in place. In his post The Smart Move for Growing Companies Is to Always Be Recruiting Talent, David Ciccarelli further expands on how having a pipeline in place can help, and some techniques for expanding the pipeline.

When building a pipeline, an automated Applicant Tracking System (ATS) becomes crucial. If you post a job opening for a project manager and receive hundreds of applications, there may be only a dozen that stand out as quality candidates. Not only can the ATS help you screen candidates and save time hiring for the current opening, it can also help you in building you talent pipelines by helping you identify other promising candidates and flagging them as such. So, while you may only have one position available at that time, when in the future the company expands and opens up more project manager positions, rather than starting the process over from scratch, you can start with the dozen that you had already screened-in for the last position, potentially cutting the time to fill that position by half.

If we think about recruiting as sales, candidates are like leads in a sales pipeline. It’s important to have a good mix of leads: existing leads from past requisitions that may be interested in a new job opening, new leads from job boards that you may just be monitoring until the right time, and employee referrals.

Click here for the full SmartPaper on the Top 10 Recruiting Metrics HR Should Know About.