How to Build a Better Talent Pipeline

Talent Pipeline


While an improving economy and employment rate is a good thing, many employers and workforce management professionals also face the reality of a competitive job market. One solution to this problem is to keep a shortlist of suitable candidates for different positions in your organization at all times. This way, you have options every time an employee resigns, or when you struggle to find candidates for an important role.

This is precisely what talent pipelining is about, or what some employment agencies refer to as passive recruitment.

But how does it work? Below are four steps to create your company’s own talent pipeline.

  1. Understand Your Company’s Needs

Talent pipelining requires paying attention to all roles and departments in your organization, particularly those with the highest turnover. Keep a pulse on your company plans for growth and expansion, and be sure you know about any upcoming projects to anticipate your recruitment needs.

  1. Attract Passive Candidates

Having a latent pool of passive job seekers ensures your organization will always have potential candidates to turn to whenever the need to hire arises. To do this, you need to build your employer brand so that passive job searchers will automatically choose you as their top employer.

What are your company’s unique selling propositions (USPs)?

  • What kind of employment experience do you offer? Are you innovative?
  • Do you pride yourself for encouraging an entrepreneurial spirit?
  • Are your company benefits competitive?

These are just a few of the many things to think about when branding your company.

  1. Take Advantage of Your Contact Network

Whether it’s a trusted employment agency or an in-house employee referral program, don’t be afraid to leverage your network of contacts to maintain a steady stream of potential candidates.

People working for your company are particularly valuable in this area, as they are extremely knowledgeable about your business and industry, making it easier to refer people who are most likely to fit into your organization.

  1. Communicate Often

Regular communication is arguably the best way to keep in touch with candidates, but it’s just as important to consider the way you communicate with them. Be sure to consider a candidate’s preferred mode of communication; for example, many millennials prefer emails, while Gen X-ers may be more comfortable with telephone conversation.

Don’t be fooled by how simple this list looks. Talent pipelines take time and effort to build; start slow and steady, and you should be making progress in no time. For more insights and expert advice on building talent pipelines, talk to the staffing experts of Star Staffing today. Contact us to learn more about how our services can help you.