Talent pipelining is a great way to get better talent. For the uninitiated, the definition of a talent pipeline is a repository of people (think talent pool) who are interested on some level in working at your company. This repository can take the form of a talent community (essentially a list serve of people getting updates from the company). Or, it can be more high touch for SVP and above candidates who are interested in one day working for the company.Example of how to start building your talent pipeline by capturing emails:
Either way, the benefits of talent pipelining are massive and can be seen across your talent acquisition funnel.Here's why you need to start building a talent pipeline today:
Many of the people who visit your careers page will find your company outside of an active job search. They may have just read something interesting about your company, or heard about the business from a friend. Whatever the case, these people are not ready to apply for a job yet (in fact most people don’t apply). Their resume isn’t up to date, and they need a way to keep in touch with your company.If you have a system (again, whether offline or online) of building and maintaining candidate pipelines, then this person can now stay in touch with the company even if they don’t apply for a job.
As a recruiter, when you get a new req, many times that means cold calling/emailing people who may be a good fit for the role. However, if you have a candidate pipeline, you now have a large talent pool that you can start with to discover likely candidates. Perhaps you just got an opening for a software engineer, and you have 250 engineers in your list who’ve been engaging with your emails and have a lot of information about your company. Your first step in filling this req is now to reach out to this extended network of engineers to gauge interest in applying or referring, as opposed to cold outreach.
Building a talent pipeline means that you now have another channel to proactively tell the world about your culture. If this pipeline is mostly offline, then this happens over drinks or dinner with that C-Level candidate. However, for most use cases, we’ll be connecting with people via email or other digital means. Posts about your latest company offsite, office warming party, etc are great ways to share what your culture is like, and get the right people even more interested in your roles.
Can you think of a better reason to start a pipeline than to decrease your time to fill? Imagine if you had a few hundred interested candidates at any given time waiting in the wings for the right job. That means when you have to fill a req, you have a much better chance of finding someone fast who is already familiar with your company and ready to move quickly.
Passive candidates may not want to apply for a job currently. But, they’re still interested in interview tips, what your sales team’s latest deal process was like, the last cool product extension your engineering team built, etc. The right content through your talent pipeline is a great way to stay top of mind with passive candidates.
You’re sending interesting information to passive candidates and those who’ve signed up for your talent communities. Let’s do the same with the applicants who are in your ATS that never finished applying. Depending on your applicant tracking system, this can be as high as 70% of your total applicants (and 50% on average). Imagine re-activating thousands of people!
If you’re filling a lot of reqs, you probably have a lot of people who were “pretty good.” Maybe they were even really good, but not a fit for one reason or another. These are people you may want to hire in 3, 6, 12 or 24 months. Don’t let them slip away, have them become part of your talent pipeline. Keep them updated on what’s new, and then reach out when that new opening is a great fit for them.
Keeping in touch with all these different groups probably sounds quite daunting. Luckily, there are email automation systems designed for these types of recruiting workflows. In fact, the right system should be able to surface content that’s interesting to candidates, send out the content, and then present interesting analytics on which people are actually consuming this content.
Candidates want to know about a company before applying. This is why the average candidate now researches a company for 2 hours. The employers that push interesting information to their pipelines well in advance of someone having to apply, means that candidates get a good sense for their fit within the company. This is great for candidates, and good for companies who are retention focused and therefore want to hire employees with the right feel.
Overall, talent pipelines are a great weapon for talent acquisition organizations who are looking to hire top candidates. LifeGuides can help build out these pipelines through our content creation, lead capture, and email marketing solution. Click here to learn more and sign up for a demo.