3 Questions to ask if a Talent Pipeline is right for you

3 Questions to ask if a Talent Pipeline is right for you

Talent Pipelines should be included as an integral part of your recruitment strategy. However, as this ERE article points out, many organizations feel it isn’t a necessary resource. To ensure that your company is attracting the best fit for positions, it’s important to establish relationships with potential talent before you have a job posting.

Talent attraction has to be proactive in order for it to be successful and banishing the idea of building a talent pipeline could severely ???????????????????????decrease the amount of skilled candidates you receive. ERE’s recent numbers on continual recruitment are staggering with under 40% managing their pipelines. If your organization is not implementing a pipeline strategy with your recruitment, here are three questions to contemplate to decide if this additional strategy could benefit your organization.


1. Is your current recruiting status costing too much?

Traditional recruiting usually leaves job vacancies open longer than expected which waste precious time and resources as well as possibly having work left undone. If positions go unfilled, is more work being shifted to other employees? A Careerbuilder skills gap survey was able to associate heavier workloads with lowered job moral. Dissatisfied employees are not only less motivated but more apt to seek employment elsewhere.

2.Is time or costs the cause of not continuously recruiting?

Roughly half of the recruiting and hiring managers surveyed stated lack of time and higher costs as reasons why a pipeline strategy was not implemented for their recruitment. However, what HR teams fail to realize is that securing a talent pipeline or talent pool will lead to time savings in the long run as well as shorter periods to fill open positions. It should be noted that company roles with higher turnover rates are usually best suited to display benefits of the pipeline process.

3.How do you plan to engage prospective talent?

There needs to be some sort of activities connecting the initial attraction of a potential candidate and keeping their engagement to remain top choice for them later on. Communication is key, express the level of future communication with potential candidates in the beginning so they know what to expect. Also, keep in mind that pipeline activities should not be portrayed as an immediate job opportunity or you may lose trust from potential talent.

While maintaining a talent pipeline is not necessary by all organizations, it can be leveraged for more efficient hiring processes down the road. It’s easier to draw from a pool of interested talent then to start from scratch for each new job position.