HATCHME / BEST HIRING PRACTICES
How to Create a Pipeline For Passive Job Seekers
A talent pipeline is a group ofA�passive candidatesA�youa��ve engaged who can fill future roles in your company. Building a talent pipeline has one great benefit: it saves you time youa��d spend on sourcing candidates, decreasing your overall time-to-hire.
Herea��s how to formulate your talent pipeline strategies and foster relationships with passive candidates:
Step 1: Plan ahead
Planning is an important part of yourA�talent pipeline strategy. Here are a few steps to include in this phase:
- Start with employer branding. Companies with a good reputation as employers have a headstart in engaging passive candidates. Here are three ways toA�build your employer brand:
- Create a useful and attractiveA�careers page.
- Pay attention toA�candidate experienceA�during the hiring process.
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- Invest inA�employee developmentA�and ask employees to share their experiences (e.g. through public videos or blog stories on social media.)
- Get buy-in from stakeholders.A�Present the benefitsA�of building talent pipelines to executives and clarify the resources you will need to start (e.g. funds to attend recruitment events.) Encourage all employees toA�referA�people for open roles. And meet with managers to discuss their future hiring needs.
- Determine what kind of roles need a pipeline. Having a pipeline makes sense for roles that have highA�turnover ratesA�(e.g.A�sales roles.) These positions open frequently and usually require candidates with a specific skillset. Talent pipelines are also useful for hard-to-fill roles that translate into highA�revenue lossA�while vacant (e.g. executive roles.) Pipelines help you fill those roles as quickly as possible.
- Consider the balance of internal and external candidates. Hiring from external pipelines helps you enhance company culture, hire for diversity and closeA�organizational skills gaps. But, having a goodA�succession planA�in place is also useful to fill roles faster and engage employees. Consult HR to determine which roles could be filled from within.
Step 2: Find passive candidates
Qualified candidates are everywhere, from social media to your internal talent database. Here are some effectiveA�sourcing techniquesA�to find and assess candidates for your pipeline:
|Sourcing technique||How to get the most value|
- Target your search strings using multiple criteria (e.g. skills, projects,A�location.)
- Study results and continuously refine your searches.
|Meet candidates in-person during events (e.g. product events, seminars, conference booths)|
- Host your own eventsA�to enhance your employer brand and attract talented people.
- Use sites likeA�MeetupA�to keep track of relevant events.
- Use social media to promote events.
|UseA�social media recruiting|
- Follow relevant hashtags on Twitter (e.g.A�#PyConA�for developers),A�Facebook groups, forums or people who are well-known in their field.
- Try niche platforms likeA�Reddit,A�SlackA�andA�Snapchat.
- Engage passive candidates over time through discussions and mutual interests.
- Use tools likeA�People Search, a Chrome extension.A�People SearchA�works in tandem with social media sites. Find any candidate profile on Facebook, Twitter, GitHub, Dribbble and Behance and activate the extension.A�People Searchwill build complete profiles, often including an email address, resume and other social networks in which your prospect is active.
- Analyze the information you gather to understand your candidatesa�� goals and motivations.
|Peruse portfolio sites (e.g.A�BehanceA�andA�Dribbble)|
- Comment on a candidatea��s work to begin a discussion.
- Use Boolean strings on Google to scour these sites for profiles that match your criteria.
|Search through your Applicant Tracking System (ATS)|
- Look for referred candidates, former employees,A�internsand candidates who reached the final stages of previous hiring processes.
- Use your ATSa��s a�?snoozea�� button to remember qualified candidates.
- Tag candidatesA�using hashtagsA�to organize your pipelines in a way that works for you.
- Communicate your referral program to your employees and find creative ways toA�drive more referrals.
- CraftA�effective messages asking for referralsA�and acknowledge those who refer great candidates often.
- Once youa��ve engaged a passive candidate in your pipeline, ask them to refer other candidates, if they arena��t available themselves.
Step 3: Engage candidates
Sourcing candidates for positions that arena��t open yet is tricky. Here are some tips to address this challenge and engage qualified candidates:
- Be honest. In your first contact, let candidates know that you dona��t have an immediate opening, but youa��re likely to be hiring soon. Say that your company is always looking for talented people and youa��d like a few minutes of their time to discuss. Customize aA�templateA�to send anA�effective first email.
- Respect their time. Ensure candidates are the ones to drive your communication. Ask them what medium theya��d prefer to communicate by (e.g. phone, email orA�Skype.) Also, ask them what they are currently working on. If theya��re in the middle of a big project, let them defer your discussion for when they are more flexible.
- Show genuine interest. Focus your conversations on candidatesa�� career aspirations. UseA�People SearchA�to do some research beforehand so you can better navigate these discussions. Explore theirA�motivationsA�(e.g. ask what they like about their current role) and encourage them to ask you about your company. This will help you determine whether they would be a good fit. It will also help you personalize your pitch to them by addressing their long-term goals.
- Let candidates determine how they want to stay in touch. Discuss what the candidate would prefer. Ideas include scheduling regular check-ins, inviting them to events or sharing good content with them. Invite them to reach out to you anytime. Ultimately, let the candidate stay connected with you in a way they feel comfortable with.