How to Build a Candidate Pipeline That Cuts Your Cost and Time to Hire 1. Build a standout employer brand that attracts the kind of candidates you want Before you start building out your pipeline, it’s worth taking a second look at your employer brand. This can help draw the right candidates into your pipeline, doing a lot of the hard work for you. And as you start building and nurturing relationships with candidates, your employer brand may be the thing that keeps them interested and invested in your company — or turns them away. 2. Focus on skills your business recruits for repeatedly and roles that are hard to fill The key to good pipelining is thinking strategically about which roles actually need a pipeline. This will help you avoid wasting time or resources on roles that don’t really demand a long-term strategy. You’re likely to get the greatest return on investment from talent pipelines that focus on hard-to-fill roles or positions you hire for frequently, like those with high turnover. 3. Set clear and realistic targets for your team, based on real data Without firm targets in place, it can be hard to measure how successful your pipelining efforts have been. Setting targets also allows you to make a more compelling case for the resources you need — and helps business leaders grasp the true value of your efforts. Hiring expert Glen Cathey recommends turning to data to calculate your team’s capacity, understand what’s realistic, and discover where your bottlenecks lie before you set your targets. Using his handy calculator, you can quickly figure out the size of the recruiting team you’d need to meet a target of, say, 20 hires per month. 4. Make sure your pipeline is filled with a diverse slate of candidates As your pipeline starts filling up, be careful to assess whether it reflects the diversity of your talent pool. A homogeneous pipeline can hold back your company’s DEI efforts, so keeping an eye on the breakdown of your candidates can help you course-correct as you go. To diversify your pipeline, consider sourcing from schools that have focused more on students from historically marginalized communities. You can do this by building Boolean strings using a list of Historically Black Colleges and Universities, Hispanic-Serving Institutions, Tribal Colleges and Universities, and women’s colleges. Add the search operator OR between each school’s name and parentheses around the list. But also note that this should merely be a first step. The U.S. Department of Education reports that about 9% of Black college students attend an HBCU while 53% attend a predominantly white institution, or PWI in educational jargon. 5. Engage your pipeline and stay in touch to keep candidates warm One of the benefits of talent pipelining is that it lets you stay in touch and build relationships with people who aren’t necessarily looking for a job right now but might be open to opportunities down the line.
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Read Now: What Passive Recruiting Means and Why You Should Be Using It Curious about the latest trends in passive recruiting? Look no further! Our new article delves deep into the fascinating world of passive talent acquisition. Key Takeaways: 🔥 Passive vs. Active Candidates: Learn the crucial differences between passive and active candidates. Discover why targeting passive candidates is a smart long-term investment. 🔥 Why Passive Recruiting Matters: Explore the benefits of passive recruiting, including finding the perfect fit for your team, reducing turnover, and retaining employees longer. 🔥 Strategies for Success: Get actionable tips on how to leverage passive recruiting effectively. From maintaining a high-quality candidate pipeline to strengthening your employer brand, we've got you covered. Read the full article now and stay ahead of the game in the recruiting world. ~Happy Recruiting 😊
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Recruiting expert / President Fortune Personnel Consultants / Speaker / Headhunter / Talent Acquisition
Are you looking to reduce your hiring costs and time? The secret lies in building a strong candidate pipeline. This strategy can speed up your hiring process, lower expenses, and ensure you always have a talent pool ready for new opportunities. Here's what you need to know to achieve it: 📍 Firstly, don't wait for candidates to come to you. Actively source potential hires instead. 📍 Secondly, balance active sourcing with traditional methods to reach a wider talent pool. 📍 Finally, keep in touch with potential candidates regularly, even when there are no open positions. Want to learn more about this topic? Check out the full article here: https://lnkd.in/geX5nQiV #CandidateEngagement #TalentAttraction
How to Build a Candidate Pipeline in 9 Steps | LinkedIn
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Director QA and QC search within the Biopharmaceutical Industry. Please feel free to email me at [email protected].
Are you looking to reduce your hiring costs and time? The secret lies in building a strong candidate pipeline. This strategy can speed up your hiring process, lower expenses, and ensure you always have a talent pool ready for new opportunities. Here's what you need to know to achieve it: 📍 Firstly, don't wait for candidates to come to you. Actively source potential hires instead. 📍 Secondly, balance active sourcing with traditional methods to reach a wider talent pool. 📍 Finally, keep in touch with potential candidates regularly, even when there are no open positions. Want to learn more about this topic? Check out the full article here: https://lnkd.in/epHqGTEW #CandidateEngagement #TalentAttraction
How to Build a Candidate Pipeline in 9 Steps | LinkedIn
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Veteran, President at FPC of Palm Coast 386-986-6093 [email protected], Building Operations Leadership Teams
Are you looking to reduce your hiring costs and time? The secret lies in building a strong candidate pipeline. This strategy can speed up your hiring process, lower expenses, and ensure you always have a talent pool ready for new opportunities. Here's what you need to know to achieve it: 📍 Firstly, don't wait for candidates to come to you. Actively source potential hires instead. 📍 Secondly, balance active sourcing with traditional methods to reach a wider talent pool. 📍 Finally, keep in touch with potential candidates regularly, even when there are no open positions. Want to learn more about this topic? Check out the full article here: https://lnkd.in/eXq2dH6v #CandidateEngagement #TalentAttraction
How to Build a Candidate Pipeline in 9 Steps | LinkedIn
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Recruiting expert / President Fortune Personnel Consultants / Speaker / Headhunter / Talent Acquisition
Are you looking to reduce your hiring costs and time? The secret lies in building a strong candidate pipeline. This strategy can speed up your hiring process, lower expenses, and ensure you always have a talent pool ready for new opportunities. Here's what you need to know to achieve it: 📍 Firstly, don't wait for candidates to come to you. Actively source potential hires instead. 📍 Secondly, balance active sourcing with traditional methods to reach a wider talent pool. 📍 Finally, keep in touch with potential candidates regularly, even when there are no open positions. Want to learn more about this topic? Check out the full article here: https://lnkd.in/geX5nQiV #CandidateEngagement #TalentAttraction
How to Build a Candidate Pipeline in 9 Steps | LinkedIn
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Are you looking to reduce your hiring costs and time? The secret lies in building a strong candidate pipeline. This strategy can speed up your hiring process, lower expenses, and ensure you always have a talent pool ready for new opportunities. Here's what you need to know to achieve it: 📍 Firstly, don't wait for candidates to come to you. Actively source potential hires instead. 📍 Secondly, balance active sourcing with traditional methods to reach a wider talent pool. 📍 Finally, keep in touch with potential candidates regularly, even when there are no open positions. Want to learn more about this topic? Check out the full article here: https://lnkd.in/eJ9Vh_MW #CandidateEngagement #TalentAttraction
How to Build a Candidate Pipeline in 9 Steps | LinkedIn
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Influencer, Speaker, Author, Professor, and Advisor to Management | HR expert | Michael Jordan of Hiring | Father of HR Metrics and Employee Referrals | Expert on Recruiting, Metrics, Retention, Innovation, Productivity
Contests build your employer brand, attract top-tier talent, improve assessment, and yield solutions. The problem solvers who win these recruiting-related competitions are some of the most impactful of all hires. Article Descriptors| #Recruiting / #Sourcing – Contests to attract/assess – How to – 7 min. read What exactly is “contest recruiting/sourcing?” Company-sponsored technical contests related to your recruiting effort are an effective applicant sourcing channel. Their underlying premise is that competition differentiates the very best. These recruiting-related problem-solving contests allow you to look deeper into a prospect beyond their resume and ability to solve problems and compete. These technical contests are especially powerful because recruiting-related contests excel at attracting “passives.” Last but not least, they add business value by providing your company with practical solutions to one of your problems. Recruiting contests have been used at most well-known companies, including Google, Microsoft, and Facebook, as well as numerous startups and several well-known hotel and hospital chains. #talentacquisition #HR #humanresources
Need Exceptional Talent? Recruit Contest And Award Winners (Competition reveals exceptional talent) - Dr John Sullivan
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💬 After a turbulent year, the talent acquisition game has shifted. Wondering how to attract passive candidates in this market? Check out these 6 unique sourcing strategies: - **Spice Up Your Job Descriptions**: Make them engaging and growth-oriented. - **Lean On Your Current Team**: Employee referrals are golden! - **Don’t Rule Out Fresh Hires**: Even recent hires could be open to new opportunities. - **Perfect Your Outreach**: Tailor your messages for maximum impact. - **Master Your Social Ads**: Facebook, Twitter, and LinkedIn tips. - **Lean On A Talent Exchange Marketplace**: Streamline passive candidate recruitment effortlessly. What do you think? Share your thoughts and tips below! 🌟 #TalentAcquisition #RecruitmentStrategies #HRInsights https://lnkd.in/dRvkcmV
6 Unique Sourcing Strategies For Attracting Passive Candidates
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Helping multinational staffing firms and local recruitment businesses implement technology and operational change and transformation programmes to drive growth & productivity | COO / Change & Transformation Consultant
Understanding hiring trends allows recruiters to strategically plan their talent acquisition efforts and attract top candidates during peak hiring seasons. The job market is constantly changing, and it's important to adapt. Sarah Gurr - Chief Marketing Office at Cangrade recently wrote the following article: https://lnkd.in/e2AGx3R8 Below you can find an overview of her findings. Use these trends to optimise your recruitment strategies and workflow now for maximum productivity throughout the year. The Most Popular Day to Apply for Jobs: Tuesday remains the best day of the week for job applications, with 25% of assessments being completed on this day. If you want to speed up the hiring process, assign assessments early in the week. Weekends see a decrease in completion rates, as job seekers are more active during weekdays, particularly on Monday, Wednesday, Thursday, and Friday. Sunday has the lowest completion rates, highlighting the importance of beginning the hiring process at the start of the week for optimal results. The Busiest Month for Recruiters: January may have been considered the prime month for open roles in the past, but July now takes the lead as the month with the most pre-hire assessment completions at 25%. August closely follows with 18% of completions. Surprisingly, January - previously known as the go-to month for job openings - falls lower on the list as the fourth most popular month for assessment completions, tied with May. It only surpasses March and Q4. This data shows that hiring momentum builds throughout the first half of the year and reaches its peak in July before slowing down in Q3 and beyond. For recruiters, this means reassessing when to focus on strategic versus task-oriented work. Utilise a slower Q4 and January to build your talent pool, optimise your recruitment operations, and refine candidate screening techniques. Use this time to prepare proactive strategies for improving candidate experience ahead of the summer rush, so when July and August arrive, your team can easily identify top talent to fill roles and provide an exceptional candidate experience. #recruitmentindustry #recruitmentinsights #recruitmentagency
The busiest time of the year: Insights for recruiters
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🚨 The recruitment process is more digital than ever—but there’s more to the story. While it’s true that most professionals find their next job online, this shift demands more from recruiters. 🌐 In today’s digital job market, it’s not just about posting a job; it’s about how you post it. Job advertisements must clearly and expressively reflect the true nature of the role. 🎯 The greatest influence on an applicant’s decision to apply? Alignment between the job ad and the applicant’s skills and interests. Personally, I've interviewed for more than a handful of positions that were not as advertised, which became crystal clear during the interview. Let’s be intentional with our job postings and ensure they resonate with the right talent. It’s not just about filling a position—it’s about finding the perfect match. 💼✨ #Recruitment #JobSearch #TalentAcquisition #DigitalTransformation
The Recruitment Process Is More Digital Than Ever
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