Maintaining Your Candidate Pipeline: 4 Simple Strategies

When it comes to recruitment, it can be easy to fixate on filling immediate vacancies. In reality, however, effective hiring starts long before a position has even opened up. Savvy recruiters know that talent acquisition is not a stop-start endeavor – it’s an ongoing process that requires a long-term strategy. Thinking ahead is key, and maintaining your candidate pipeline is a crucial part of this. A carefully curated and well-maintained pipeline ensures you always have access to a network of high-caliber talent, making it easier to recruit when the need arises. With that in mind, here are some useful tips for building and maintaining your candidate pipeline.

1. Plan ahead

Building and maintaining your candidate pipeline is all about planning ahead. From a recruitment perspective, this means anticipating the kinds of vacancies that may arise and, subsequently, the types of candidates that could fill them. As a recruiter, you should constantly have your finger on the pulse; know which direction the industry is moving in and the skills that are most likely to be in demand. Based on this, you can establish ideal candidate profiles that will guide your search.

One of the best ways to plan ahead is to be data driven. Here are some metrics that can be useful to use:

  • Industry and job growth forecasts
  • Company job growth plans
  • Turnover rates per role and per team/department
  • Time to fill per role and per team/department

These data points, among others, can help you to determine what jobs are likely to be open in the future as well as how hard it will be to fill them. With that information you can not only know where and when things will come up, but how far in advance you have to start working to find candidates.

2. Source proactively

The key to maintaining a steady flow of skilled candidates is proactive sourcing. Regardless of whether you have an open position, your search for top talent should be just as ardent. In fact, many of the same techniques apply, such as searching the internet for CVs and headhunting potential candidates on social networks. The most successful recruiters are constantly on the lookout for suitable talent – with or without a specific vacancy in mind.

One of the advantages of sourcing for positions that aren’t open yet is that you get to take a different approach. Rather than pester people right away with a job offer (something many passive candidates despise) you can simply state that you want to get in touch, so that when the right opportunity arises you can work with them. Now you’re working on building relationships rather than just filling roles, which brings us to our next point…

3. Engage regularly

Filling your database with first-class resumes is one thing; building a rapport is another thing entirely. Ultimately, the purpose of a candidate pipeline is to have a handful of contacts you could call if a position arises – and building these relationships takes time. Don’t assume a candidate is in the pipeline simply because you’ve put them there; you need to be on their radar as much as they are on yours. Engage regularly, be it through a monthly email or social media message, and get to know their long-term career goals. Relationships are everything when it comes to recruitment, and it’s never too soon to start making that connection.

4. Focus on quality and update your pipelines

When it comes to maintaining your candidate pipelines, quality trumps quantity every time. A small yet active talent pool is much more valuable than hundreds of cold leads, so don’t be afraid to cleanse your database. If candidates have consistently failed to respond to your messages or have dropped off the radar beyond the point of no return, it might be worth considering removing them, or at least placing them on the backburner. Aim to spring-clean your database every six months, and know when to recognize a lost cause. This way, you can focus on strengthening your existing connections and sourcing new, quality leads.

 

A Strong Candidate Pipeline: The Key to Effective Recruitment

Maintaining a talent pipeline is one of the most time-efficient strategies for recruiters and hiring managers alike. Successful recruiting is not just a case of filling vacancies; it’s about anticipating future challenges and being ready to meet them. The most important aspect of managing your candidate pipeline is maintaining good relationships – so that once a gap opens up, you can focus on hiring rather than sourcing. You already know your candidates and, most importantly, they know and trust you. The benefits are huge, but the process is simple: plan ahead, search proactively and make an effort to engage with candidates one-on-one. With an active candidate pipeline, you always have the top talent in your sights – putting you one step ahead when it comes to recruiting.

 

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