Finding great talent has been somewhat easier during this COVID-19 pandemic in specific sectors, but it is still very competitive in others.
Forward-thinking HR and recruiting professionals should build a robust candidate pipeline, where they can quickly find the required talent.
To help you do that, in this article, we will be covering:
- What is a recruitment pipeline?
- Using a hiring pipeline to evaluate your recruitment process.
- How to build a recruitment pipeline.
- Benefits of using it.
- How to nurture your hiring pipeline.
And more!
So let’s get started!
What is a recruiting pipeline?
The recruiting pipeline is your list of vetted candidates who have expressed a strong interest in your company or were runners up for one of your previous jobs or have shown a lot of potential in a phone screening or interview.
Some of the best recruiters are adept at building and maintaining a strong hiring pipeline.
Building a recruiting pipeline requires changing from on-demand hiring to continuous hiring. With this new mindset every time you talk to talent, you are thinking where they will fit in your organization.
You will start asking questions in your mind like:
- Do we have a need for the candidate’s skills and experience now or in the future?
- Does the candidate fit well with the culture of the company?
- What type of roles will be ideal for the candidate?
This is a great way to reach out and build a personal relationship with passive candidates. As mentioned in this article, 73% of candidates are passive job seekers.
Hiring from the recruiting pipeline is fast, efficient, and leads to better hires.
Use a hiring pipeline to evaluate your recruitment process
A typical hiring process involves posting and publishing jobs, processing applications, shortlisting prospective candidates, rejecting candidates that are not a good fit. Additionally, it involves communicating with the various actors, building and maintaining your recruitment database leading up to the hire.
Essentially, it is highly time-consuming.
The important hiring metrics like time to fill is determined by how you can quickly reach as many applicants as possible, process the applications, and find the ultimate employee.
A strong candidate pipeline will cut short a lot of your recruitment steps and allow you to leverage the work you have already put in to screen and evaluate the candidate.
Recruiteze offers various features like tagging, filtering, email templates, and bulk emailing to help you build and nurture your hiring pipeline.
Recruiteze screenshot below shows how you can quickly filter your pipeline candidates to hire from the list or stay in touch with them.
Once you see the success of a strong candidate pipeline, you will make it a point to build a strong one.
It may not always be possible to hire someone from your hiring pipeline since your top candidates might also not be looking for change at that particular moment.
But suppose you compare the time to fill metrics between a normal process involving broadcasting jobs, processing and hiring the right candidate, and when hiring from the pipeline, you can notice a significant difference in the time to fill.
Here are some creative ways you can build a candidate pipeline:
