Tips to Build Your Own Talent Pipeline Strategy

Recruitment Made Easy

Talent Pipeline Strategy

A talent pipeline can be characterized as a pool of gifted potential applicants who are qualified and are searching for a change and are set up to step up and fill relevant key jobs inside the organization as soon as an opening comes up. 

This ready talent pool can incorporate internal workers who show guarantee and can be advanced from within the association just as applicants from outside sources like referrals, online occupation entrances, vocation website pages. 

A talent pipeline of both active and passive candidates helps in insightful and proactive recruitment planning. With a prepared pool of the right talent, the expense and time to recruit can be diminished extensively. Organizations today, in spite of working in an extremely dynamic candidate-driven job market, don’t have the privilege to trust that candidates will start to suddenly take up the lead and apply. They have to have planned candidates prepare for the chance that a vacancy comes up – it should be like a well-oiled machinery which is ready to be set into movement – before the need emerges for them to fill in a job. 

Some useful tips for you to build your own talent pipeline strategy are:

Employer Branding:

Employer Branding is an important parameter for any company to survive and sustain in the current competitive environment. It is a key to promote your company culture and reputation to attract and retain high-quality job applicants. In the current job market, employers are in a staunch battle with competitors to hire top talent for the long term. Do you know that your competitors are also looking for those candidates who you wanted the most?

So, recruiting such talents is not an easy task for most of the recruiters. In order to grab those talents, you need to focus on the brand image of your company. Because it plays a vital role in attracting and retaining the best employees.

Employer branding also has gained importance in campus recruitment by the recruiting companies as before getting a job, the candidate knows you and about your company. It’s a smart way to start building your employer brand with today’s college campuses, in which students will be looking for their first entry-level job.

Candidate Experience:

Candidate experience covers each touchpoint and engagements that candidates will experience all through the phases of your organization’s recruitment campaign(s) — commonly known as the candidate journey from application to onboarding. 

As such, in other words, the candidate experience is an assortment of all touchpoints between the candidate and your organization, from the second they first observe your job vacancy until the second they are recruited and onboarded in your team.

Top tier candidate experience is all about creating experiences for candidates that feel genuine, humane, and authentic. It’s tied in with building personal associations with the applicants, not simply handling resumes, in a way that is valuable without feeling meddlesome or awkward. 

For organizations that are currently hiring, giving an extraordinary candidate experience may appear to be somewhat unique and different than it used to. In the period of social distancing, face to face interviews over coffee, on-site meetings, and lunches with the team is not, at this point a choice. Therefore, numerous organizations are finding better approaches to make their candidates feel esteemed — or inventive methods of recreating these familiar interactions from a remote place. 

Passive Candidates:

Passive candidates are the employees who are actively working and not necessarily looking for a job currently. However, these candidates are the best choices for job descriptions which require some specific skills set. So if you are looking for someone who ticks all the boxes you should consider attracting the attention of passive candidates. While active job seekers are banging on the doors of companies, recruiters have come to realize the hidden pot of gold that is the passive candidate. But how do you reach out to them? Passive candidates are in a league of their own and need to be wooed the right way. Personalized communication that is informative but also attention-grabbing, in the right mix is what will appeal to this elusive treasure. Here are a few ways that can aid in capturing passive candidates to strengthen your talent pipeline. 

Analyze hiring needs and skills gap:

The initial step to making a recruitment plan is to recognize your hiring needs and where there are skills gaps that your current talent can’t fill. Start by understanding the development of your organization, contemplating significant variables like employee turnover and foreseen promotions, as they will affect your hiring needs. 

Make an estimate of the departments and jobs that will require reinforcing and why. Is a key individual from the group leaving? Will another venture kick-off? By realizing which skills your group will be missing and the ones you’ll have to handle in the future remaining task at hand, you can adopt a proactive strategy that better adjusts recruiting with staffing needs. A skills gap test is an efficient perspective on the qualities and shortcomings of your current team(s) and recognizing which skills you have to bring on board. 

The most ideal approach to recognize what you have and what you don’t have is to talk with senior designers, managers, and executives. Solicit them the qualities and shortcomings of their group and afterward accordingly organize filling any skills gaps

Note that recruiting a full-time representative isn’t the only possible way to fill a skill gap. Think about a freelancer, independent consultant, low maintenance position, temporary job or other entry-level positions.

This content was brought to you by Evalground Online Testing PlatformEvalground is an online assessment and test evaluation system focused on helping Recruiters in the initial screening of potential candidates from an ocean of job seekers in an automated way.Evalground supports Online Aptitude Tests, Spoken English Communication Skills AssessmentsCoding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP.  Evalground also supports Automated asynchronous interviews. Evalground Screening Tests can be used by Recruiters during campus hiring or to screen walk-in candidates.

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