Building a sustainable candidate pipeline has been a hot topic for several years among recruitment leaders. The pipeline is a network of professionals harnessed by recruiters to meet the job requirements of an organization. So, what steps are you taking as an HR professional? What are your development plans for building a candidate pipeline? And what’s the ideal structure of a talent pipeline for your company? These questions must be addressed when you create an effective talent pipeline.
Let’s look into the top 6 approaches for building an efficient candidate pipeline:
1. Evaluating the Talent Pool
As an IT recruiter, you should develop the right talent needed for business growth. For this reason, it’s important to evaluate both the internal and external talent pools. This will help you fix the gap between existing and desired talent. You also need to determine the right strategy for acquiring talent to fill this gap.
2. Advancing Pipeline Strategies
Implementing, checking and advancing pipeline strategies are also essential for building a candidate pipeline. You need to identify the right tools and methods necessary for scaling the process of growth management. While the output of each type of work is important in a business, some tasks are crucial to business practices. These positions are essential to drive your business. You should develop a profile of skills and qualifications to use when selecting critical talent. Make your requirements for each position apt and intuitive. This helps you have a systematic approach when evaluating talent data.
3. Tracking Development Progress
Tracking the turnover rates of your company is also important when you are creating a candidate pipeline. If it’s lower than the estimated promotion rates, it indicates that your development programs should be more progressive. If the turnover rate is greater than the promotion rate, this needs to be accounted for when you create a candidate pipeline for filling up critical positions.
4. Working with Technology
New technologies like cloud, big data and analytics are redefining workstations. Utilizing the latest technology may help you to deliver critical applications and expertise for building talent pipelines. Accessing data and analytics in technology helps you to deliver better service to your employees and supports talent retention. As it applies to the fields of HR and Talent Management, quality of talent mobility relates to enhanced business impact on various metrics like management excellence and the success of driving business growth.
5. Mining Past Info
Check out the database of past candidates when assessing the potential of external hires for filling critical roles. Some of the industry’s biggest cloud-based talent management platforms gather important info about the entire life cycle of employees. This helps the managers, HR and employees to leverage the cloud for building critical talent pipelines.
6. Using Technical Expertise
Technical expertise in Human Capital Management helps many software firms to build a stronger pipeline of applicants. The dashboard for evaluating technical talent makes use of an interactive matrix to observe large-scale decision-making trends. Additionally, it evaluates how well a specific talent fits with a team. You can use this potential matrix to get a clear picture of the talent landscape and make the best decisions for your company.
An issue you need to address is at what level should you have a talent pipeline for your company? Is it at the top, mid or bottom level? What differences would arise in your planning for the different levels? IT organization has some critical roles regarding the jobs that are necessary and important for the success of the organization. These positions are not restricted to the leaders and executives. Critical positions could be found at the core of everyday business operations. Businesses that do not employ the right candidate in critical jobs often lose revenue growth. As an IT recruiter, you must adapt to the changing the market dynamics and to retain competitive advantage.
