Are you aware of the vast benefits of talent pipelining?
by Heat Recruitment
70 per cent of the global workforce is made up of passive candidates, compared to just 30 per cent who are actively looking for a role. But as our political climate is currently looking a little rocky – and as a result, most sectors across the UK are experiencing skills shortages – why should we limit ourselves to just those candidates who are already job hunting?
With promises of higher staff retention rates and an increased probability of a candidate accepting your offer, talent pipelining is a popular recruitment strategy that just can’t be ignored.
So, what actually is talent pipelining?
In a nutshell, talent pipelining is all about relationship-building. By establishing genuine, long-term relationships with passive candidates, you’re building up a bank of talented workers that could be perfect for a future job opportunity. This is very much a proactive approach to recruitment, where you’ll need to seek out ideal candidates, rather than them coming to you.
If you’re to successfully cultivate a talent pipeline, it will take a significant time investment – so beware that this isn’t a short-term solution and it certainly can’t be achieved overnight. But when it’s done right, it also takes the pressure of recruiters who may otherwise panic to source candidates for urgent, unexpected vacancies.
A more effective use of time and energy
Adopting talent pipelining as a more long-term recruitment strategy will eventually pay off. When you’d normally begin to narrow down your list of potential candidates, you’ll be able to spend more time getting to grips with your client’s specific requirements and company culture. You’ll also be familiar with the varying career ambitions in your talent pipeline, meaning that you’ve got a good idea of how long they might stay in a new role and where they see themselves in the future.
Typically, employees recruited via a talent pipeline have a higher chance of staying with the company for a significant length of time – and of course, they’re more likely to accept a job offer when they’ve been personally recommended for it.
Getting to the nitty gritty
Trust, loyalty and respect are all essential elements in the talent pipeline. A recruiter needs to have a thorough understanding of both their clients and candidates to ensure they’re placing the right people into the right roles.
They’ll also need to be ahead of the curve when it comes to staying on top of industry trends, keeping an eye on what competitors are doing and what additional benefits candidates are looking for. While this may sound fairly simple in practice, it’s not always so straightforward when you’re working across a number of sectors.
Become the go-to for career advice
Realistically, does anyone actually enjoy job hunting? From trawling through pages and pages of job adverts, to sneaking out of the office for an interview for a job that wasn’t so perfect after all, it’s not easy. But what if candidates had someone they knew they could rely on for career advice and a gentle nudge in the right direction?
When you’ve built your reputation on treating your candidates with care and respect, you become a trusted source of information and advice – and they’ll continue to return to you time and time again.
Looking to interact with our top-tier talent pipeline? Get in touch with one of our expert consultants today
This is an original article produced by Steve Preston