4 indispensable benefits of pipeline recruiting
The time has come for HR departments to start thinking like a Major League Baseball scout. If you’re not constantly on the lookout for talent, your competition is going to scoop up the best candidates before you’re even aware they exist.
Talent pipelines 101
Just as an MLB manager can’t predict when his star pitcher might tear a ligament, you never know when you’re going to need to fill a position. Talent pipelines help you develop a bench deep enough to handle whatever the universe might throw at you – at least personnel-wise.
The idea of a talent pipeline is relatively accessible, however, in this case, it’s prudent to define a term by identifying what it’s not. Though often confused, talent pipelines are not exactly the same as talent pools or talent communities.
Talent pools are less active versions of their pipeline cousins. They’re essentially databases of candidates that can be organized based on details about the candidates.
Talent communities may, or may not, be designed by employers as a way of attracting and assessing talent. Such online venues include Facebook groups, Reddit chat rooms, Slack, or other similar online communities.
Talent pipelines are considerably more detailed in their design. They involve long-term interest and relationship building with candidates – an extensive courting ritual that helps both parties determine if they’re a good match.
Why the talent pipeline approach is catching on
The prime benefit of engaging a talent pipeline is the acceleration of the hiring process. One of the reasons pipelines have become increasingly popular is that the process comprehensive recruiting domain that includes the following:
- Candidate quality. When you’re in a hurry, there’s not much time to explore your options. Talent pipelines help you start with your short-list. Furthermore, you’re not depending on happenstance. Since you’ve already been prospecting, you’re not relying on the unlikely chance that the best person for the job just happens to be looking when you are.
- The advantage of an expanded courtship. Top candidates have options– and, they’re probably already employed. While the prospect’s job is still to sell their value to you-you’re tasked with selling your company to them. Nurturing a talent pipeline helps candidates get to know you and your company – without pushing the hard sell.
- An improved candidate experience. Talent pipelines can almost seem like social networks. The process of getting to know each other is more natural and comfortable. By the time a position opens up, they’re no longer just candidates, to a certain extent, they already feel like colleagues.
- Passive candidates. Many of those in your pipeline will probably fall into the category of “passive candidate”. This simply refers to the fact that they’re not actively seeking employment– it can also indicate that they’re good at their job. Pipelines allow you to get to know these prized prospects without pitching a specific job, or being overly aggressive. This relationship can also inform on which openings they might be interested in.
Mapping out a plan for your pipeline
Unfortunately, there’s not a one-size-fits-all recruiting pipeline plan, and there’s a multitude of details to consider. Collaborating with a recruiting partner is an excellent way to fine-tune your pipeline strategy.
Mankuta | Gallagher has spent almost a quarter of a century in the recruiting trenches. Our expert recruiters and apt recruiting tools can help you take command of your talent pipeline.