how to create a talent pipeline strategy

how to create a talent pipeline strategy

how to create a talent pipeline strategy: Effective Companies are continuously looking for quality talent to add to their Human Resources Talent Pipeline.  Whether they are actively filling postings or there are no current openings, smart companies are always searching for key talented individuals.  Having qualified talent ready for future needs is a key component to ensure healthy growth for a company’s Recruiting Plan and the organization itself.  Companies can build their Talent Pipeline in a variety of ways:

  • Attracting Passive Talent
  • Engaging Job Seekers
  • Referrals
  • Attending Career Fairs
  • Accept Resumes for Future Positions
  • Being Strategic and Boosting Diversity 

1.) Attracting Passive Talent

In a 2014 LinkedIn Survey, 63% of workers are open to change employers but not actively looking for a new position.    85% of employed workers would talk to a recruiter if contacted.  To successfully attract these currently employed workers, Company Hiring Managers and HR must be well-informed and in-tune with future organizational needs, future projects and future growth. At the same time, Managers and HR must be aware of current departmental talent and competency gaps to ensure that the precise talent is being targeted to close the gaps within the organization’s pool of talent.

2.) Engaging Job Seekers

Strategic-minded Companies keep in contact with potential and previous qualified applicants.  Since it is nearly impossible to talk to all of these applicants on a daily or weekly basis, Managers and HR must create a plan to keep the applicants engaged.  Breaking the applicant pool up into groups or functions can help to obtain reaching all of these applicants.  Communicating the same message through form emails to segments or groups will save tons of time.  Hiring Managers and HR should always let the applicants know that they are available to discuss open positions or answer questions, should the applicant need to contact them.

3.) Referrals

Keeping a good flow of Employee Referrals is a no brainer for your Talent Pipeline.  Great Employees typically refer Great Employees. Current employees, previous employees, clients and volunteers are great sources for employee leads!

4.) Attending Career Fairs

Career Fairs are a great way to build Talent Pipelines.  Whether the organization is looking for entry level talent or not, College Career Fairs are great choices for Career Fairs.  Even if you don’t hire a new grad, you are getting your organization in front of some potentially highly talented individuals.  Hiring Managers and/or HR stay in touch with this group for future needs once they have moved passed entry level.   This is just one example of a career Fair, there are tons of other options and examples as well.  Not only are they great for future needs, but they also increase organizational branding and social proof.

5.) Accepting Resumes for Future Positions

Companies should always accept resumes.  Being aware of future needs while looking at and accepting resumes is a great way to build the Talent Pipeline.  Managers or HR must reach out to the applicant to let them know that there are no positions currently open, but the company will keep their resume on file.  Let the applicant know that they can call back to check on future openings monthly.  Hiring Managers and/or HR should find ways to keep in touch with these applicants on a timely basis.

6.) Being Strategic

It is essential for Hiring Managers and HR to be “in the loop” when it comes to strategic planning and organizational growth.  Being aware of future needs & current gaps will give the organization a head start in discovering talent that can add true value to the organization. Click Here for an Article on Strategic Recruiting and Selection

7.) Diversity is Essential

This is an organizational effort:  Managers, Supervisor, Human Resources, Recruiters, C-Suite, etc…must take part in contributing to diversity efforts within their organization.  The C-Suite can establish relationships with organizations that promote diversity. In the meantime, a Company Representative can attend Job and Career Fairs specifically geared at diverse segments of the community.  Managers or Supervisors can join Leadership programs that promote diversity.  The list goes on and on. There are so many ways to create a human resources talent pipeline that will benefit your organization! How to create a talent pipeline strategy?

Attract Valuable Talent with our Recruiting Program Toolkit!

Employers spend thousands of dollars a year in wasted hiring, training and searching for employees. Studies by the American Management Association show that “the cost of turnover for a single employee can range between 25 percent and 250 percent of annual salary, depending on their level.”

 You add all of the losses per year and companies are losing tens of thousands of dollars.  Good news is that our HR professional certified experts created a tool kit to attract the best talent for your company.  Quality employees make companies more revenue and  stay on board longer creating profit and eliminating costs of replacement.  Get the best talent for your company now. If you recruit 1 employee or 200 employees a year, every employer needs to have access to these tools. 

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