You can not find any organization that says, “we don't have any problem with recruiting new talents!” Based on statistics, 50% of the candidates who apply for a job are unqualified and not appropriate for the position.
We are in a world with a human resource crisis whether you agree or not, and the solution lies behind this term: “the candidate pipeline.”
There is a reason why I am insisting on making a candidate pipeline: before I use candidate pipeline, by each recruitment plan, I was doomed to check every candidate's application, and it was a time killer for me! But after making a talent pipeline, I enhanced my performance, and I cut other extra costs.
Other statistics show that every company in the United States spends at least $4000 to fill a job position.
Many businesses use the talent pipeline to recruit better candidates. There are many more who don't know how to use it and lose the opportunities.
To grow faster in this world of pace, we all need to speed up our different processes and eliminate extra work.
A recruiter pipeline or experts say a candidate pipeline is necessary nowadays in many organizations. You, as an HR manager, need to manage the candidate pipeline.
In this article, I will briefly explain what a talent pipeline is and how to make and increase it. So, stay tuned!
Suppose you want to recruit talent for your new position. In this case, you will receive a lot of resumes and CVs. There may be more than one qualified resume in your pool of demands.
If you pipeline these requests and store the most qualified ones in a pool to use them in the next opportunity, you will have a candidate pipeline to make your job easy for the subsequent recruitment.
In my experience, there was a time when I needed to recruit a content marketer for an organization. I have received many requests, and I have interviewed a lot of them. Finally, I accepted the qualified one. As other skilled and competent people were not completely matched with my criteria, I've put them in my candidate pool. Just after three months, I decided to hire another marketer. Therefore, I used my candidate pool and asked other talents to come and apply for the job. That reduced my extra work up to 40%. Because as you know, recruiting new skills needs at least four weeks and I did it in just ten days.
The next question that comes to mind is, why bother with a candidate pipeline and not just use a resume database?
A resume database is where you put all the resumes that you have received, qualified or not.
But a candidate pipeline is different. You pipeline the qualified candidates, and you can find the most talented ones after you've needed them quickly.
I have found that many Human resource managers spend at least four weeks recruiting a candidate. As we know, the longer hiring lasts, the more we have to spend money.
When you create a candidate pipeline, you can ensure that you always have access to a qualified database and use it properly at its appropriate time.
So if I want to say the candidate pipeline's benefits, in short, I have to underline these:
Having a candidate pipeline strategy helps you attract more talented people and move on in a way that fits your purpose.
To grow proactively and to recruit more professionals, you need to consider these steps in your talent pipeline strategy:
Talented people want to work for branded companies that are well-reputed. Consider, for example, Google, Amazon, or Apple. They are some of the well-reputed brands that work on their employee satisfaction and experience. They care for their employees; therefore, talented people are so willing to work for them.
You can make your brand ready for the employees through these actions:
Not everyone deserves to be in your candidate's pipeline. You have to determine your goals and consider your needs to identify talented ones and manage them easily.
Your criteria matter too. For example, besides the skills you want, a high level of agility from the candidate is essential for the job purpose. So, put it in your criteria and eliminate candidates with low levels of skill.
As a result of that, to establish an appropriate candidate pipeline, you have to consider these things:
During the gathering, analyzing, and pipelining of your requests, it is essential to assess and analyze the resumes you've gathered. You have to pick different kinds of talents and skills because they may be helpful in the future.
Make sure your pipeline is diversified enough. For example, you may need a candidate with a master's or Ph.D. degree in the future. It would be helpful to have all their information.
To receive more resumes and to have a completed pipeline, it is better to promote it in different channels.
Some of the channels that you can promote your recruitment announcement to increase your candidate pipeline would be these:
After gathering resumes and making your pipeline, it is critical to engage your candidates not to lose their motivation and interest. Through social media or emails, you will have better communication with your candidates.
By being transparent and personalizing your emails, you would provide a better experience for them.
Measuring and making such a valuable candidate pipeline would be easier with the use of AI technologies. They help you measure your pipeline's performance and improve it.
After a while, you may encounter much-increasing information every day, and you don't know how to organize them.
There are some ways to use for keeping your pipeline organized:
It is good to know that a recent study has shown that algorithms can better predict the success of a job recruitment plan. Some many new technologies and tools help you organize your pipeline. For example, you can use QPage to score and review your candidates, customize evaluation, and finally to make your pipeline organized. Their global standard recruitment pipeline helps you add steps, delete steps or set up your master pipeline. When you put in on auto action, it will trigger the acts of automated actions such as scheduling, Interviews, and assessments. So, you can choose among global standard templates or set it as you wish.
You can consider different aspects of candidates and organize them based on those features.
For example, you can categorize them based on their location and mix it with other criteria:
Job position: Canada
Department: Marketing
You can also categorize your candidates based on their skills:
Role level: Senior
Skills: Python, Jango, PHP, C++
Department: Programming
If you don't want to use new technologies and do all the extra work yourself, you can use some other accessible tools like Trello or excel and organize your candidate pipeline.
It may seem easy, but after a while, it may confuse you. By the way, categorize every candidate. Don't forget to name them; note their skills, location, and your score to them.
Also, remember that you have to update your pipeline every time you get a new talent resume.
Making a candidate pipeline helps you in many ways. It may be unfamiliar to you, but after you've used it, you will have a good experience of it.
I used it many times to hire many candidates and reduced my workload up to 40%. I think it is essential for every human resource manager to consider this as a priority. Also, it would be so helpful to do it with AI technology, give the responsibility and hard work to the robots and leave more critical tasks for yourself.
