Build a Candidate Pipeline to support your needs

Building a “candidate pipeline” is an effective way to maintain relationships with candidates you may be interested in hiring when jobs open up. A candidate pipeline is a network of potential employees, people you know to be skilled, solid candidates for jobs that may be opening at your workplace in the future.

An article titled “Building Talent Pipelines and Just-In-Time Recruiting” on the website explores the benefits of creating and maintaining a talent pipeline and building one that can help keep employers prepared for the often difficult process of hiring a new employee.

In the article, author Glen Cathey touts the importance of building relationships with those skilled in your industry even in times you’re not actively hiring, or perhaps when your candidates aren’t even looking. “Time and effort is expended to build and maintain a relationship with these candidates to be ready when the candidate’s situation changes and they become available, or to simply network with to gain intel and referrals,” he writes.

By establishing and maintaining a network of industry professionals, you can build a list of potential hires when you are looking to add to your staff. Even if you don’t hire an individual, when you keep in contact you may get a referral to another qualified candidate. At the very least you may learn more about what your potential job candidates value, which undoubtedly can help you in a hiring search.

To start your own talent pipeline, find sources where groups of potential hires frequent: job message boards, LinkedIn, and other social media sites. Contact former colleagues who hire in similar positions, or visit trade school and college career assistance offices. Instead of spending hours on the phone and online speaking with potential hires, build your pool of talent with resumes, and keep in contact via phone, email, or social media. Making contact is good, but many candidates don’t want to be pestered if they aren’t looking for a job. In stockpiling resumes/candidate profiles you have a discreet pipeline set up. The ultimate goal, of course, is “creating more value for my candidates and clients with less work, and giving them exactly what they want, when they want it.”

Creating a pipeline takes time and energy, but makes the job search process easier, and can help make you a more informed hiring body. Creating one through more efficient means is the name of the game.

The content herein reflects unique opinions and views of the authors. No representation or warranty of any kind, express or implied, is made concerning accuracy, completeness, correctness, timeliness, or appropriateness.