6 Ways to Successfully Pipeline Talent
I talk to my clients pretty much all the time about pipelining. Working closely with them to secure quality talent for future roles.
Why should you think about pipelining? Simple terms – because you want to stay ahead of the wave. Meaning, that everyone will be looking to hire around the same time when things start to go back to the new norm.
Do you want to have already interviewed or shortlisted candidates with potential offers going out prior to getting the green light?
Do you want to be ready for when your projects kick off, ensuring the right support in the right places? Reducing time to hire is important for every business.
Simple ways to ensure you can do this
1) Firstly, ensure that you provide details to when the role will be looking to start. With the current pandemic we are in, transparency to keep hold of good quality candidates is high on the list of things to do.
NOT JUST SKILLS BUT PERSONALITY TOO
2) Work with your internal HR/Talent teams/agencies and brief them on the exact requirements. Do not just throw a job spec and hope you will get some great talent in. Really give them the time to understand what you need and what you are looking for. Get all key decision makers in one room.
Explain to your talent team/agency what kind of person you are looking for – not just skills but personality too.
3) Record a video if you can – yes hiring manager, I am speaking with you. You need to talk about the job, the team, and think about why someone would want to work for you over your competitor. Run a brainstorming session with the key decision makers and those involved with sourcing/shortlisting candidates. Recording this will be easier once you have structure. For obvious reasons, please ask someone to record that can also edit and make it look pretty cool at the same time. This can be sent out to potential candidates, or even put up on your careers page. More engagement for sure!
4) Ensure the job adverts are eye catching if you go down this route instead of video. Job spec as the advert? Nope. Would you apply if you saw a role advertised like that? Chances are you wouldn’t, so just think about what would entice you into working for you and use that to sell the job.
PROVIDE COMMUNICATION AROUND THE ROLE AND TIME FRAMES
Candidates who have applied – be honest and inform them of the time lines of the hire. When you are likely to hire and when you are looking to bring someone into the business. Keep touch points with these candidates. Ask them if it is OK to keep in touch with them every 2 or 3 weeks. This can be via email, or phone call. Easy or to provide them with communication around the role and time frames.
5) Go out and source great talent - now is the time to be speaking to the market. Gaining an understanding of those that are available and if they would indeed fit in with your needs.
PICK UP THE PHONE AND SPEAK TO THEM
6) Dare to be different? – interview candidates by video. Ask them to send you a video or record an online video chat with the HR/Talent/Agency. Ensure the agency you are working with care about your brand, and act as an ambassador. Send it to the hiring manager to review. It gives an overall view of the candidates personality. Also what you are looking for, their experience and you can make a pretty quick decision on the back of this. For obvious reasons, do not ask EVERY candidate to do this. Just those you shortlist.!This means you will have to pick up the phone and get to know the candidates.
Not everyone knows how to write a CV! So please, read between the lines, and if you can’t, pick up the phone and speak to them. The job of those in an internal function/recruiter is to ensure candidates are given the best chance to get in front of the hiring manager for the RIGHT role
That's it! (not hard, right?)