Since the market has shifted and fewer candidates look to transition, it’s more important than ever to address the increasing challenges of recruiting top talent. Building candidate pipelines is a great solution to proactively address today’s recruiting challenges. And our team is highly experienced in building candidate pipelines.
You get a proven method that gives you concrete information before you need to make a decision. Proactively identifying and networking with passive candidates can be invaluable to your organization. By getting to know potential candidates, you come to understand their career drivers and what would entice them to move. This approach eliminates the guesswork as to whether or not a candidate is a good fit for a particular role. This also makes certain that a candidate’s skills and traits perfectly align with what you need, along with their experience and salary requirements.
WHY ARE CANDIDATE PIPELINES VITAL TO YOUR BUSINESS?:
Recruit top talent
Proactively identify the right fit before there’s a need.
Perfect alignment of skills, traits, and requirements to your organization.
When should you consider the pipeline approach?
Do you have certain positions that you are always looking to fill?
The pipeline is a great way to proactively build a bench of talent!
Is succession planning a concern for your organization?
Working with us to build a confidential pipeline of potential successors will allow your organization to compare your internal talent with potential external candidates.
Are you expecting to expand or add a department to your organization?
Proactively reaching out to passive talent should start now. This will allow you to network and identify candidates that you are interested in targeting for specific roles
How does this approach impact your business?
You’re Proactive.
You are meeting potential candidates before needing to fill an opening. You are making an upfront investment in getting to know a candidate prior to interviewing them for a role.
Once an opening is posted, you will ideally have 3 or 4 candidates in your pipeline – so you can start scheduling interviews immediately.
You’re Intentional.
You can be intentional with your recruiting targets. You aren’t waiting to react to what resumes have come in through websites – you are building a pipeline filled with candidates who have the experience and expertise you desire.
You’re Stress-Free.
It eliminates the stress! The hiring manager won’t be stressing about not being able to find a qualified candidate for the open role. Team members won’t feel the stress and burden of having to carry the extra workload while waiting for the position to be filled. Human Resource partners won’t feel the stress of scrambling for qualified candidates in a hurried manner.
They’re Excited.
You‘ll see a dramatic increase in offer acceptance rates. The pipeline approach allows candidates to meet individuals who would be their peers as well as who they may report to. This helps them get a better understanding of how your organization works, while learning about internal opportunities these individuals have had. They’ll have time to visualize themselves as being a member of your organization. When the time comes and a role presents itself, the candidate is already excited and ready to jump at the opportunity.
They’re Available.
Say goodbye to the 30-60-90 day wait of trying to build a candidate slate. Creating a candidate pipeline gives you pre-qualified candidates ready to interview when a job is posted.
They Stay.
Your employee retention rates will also increase significantly. You made the investment upfront to find the right person for your organization. The candidate found a company and an opportunity where they felt they would have the opportunity to grow and excel in their career. It’s a win-win!