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Five Strategies to Develop Your Talent Pipeline

Five Strategies to Develop Your Talent Pipeline

How do you hire the right talent for your team? Some roles can be difficult to fill—they might require special expertise or a unique combination of skills. A talent pipeline helps you find the best candidates through proactive recruiting. If you want to learn how to develop a network of qualified candidates for your company, Nick Warner Consulting can help. 

What is a Talent Pipeline?

Building a talent pipeline is a long-term hiring strategy that focuses on relationship-based recruiting. With a well-developed talent pipeline, you won’t have to leave your next hire up to chance. Target the candidates you want on your team and start building relationships, whether there’s an open position or not. If your company grows or a current employee moves on, you will always have prime candidates ready.

1: Personalize your recruiting message.

You know there’s someone out there who would be a perfect fit at your company, but how do you get their attention? To attract the right candidates, you need a recruiting message that expresses your brand and your company culture. A strong company culture will attract employees with similar priorities and compatible working styles. The more you personalize your message, the easier it will be to engage the right audience.

2: Draw from a large pool.

A good recruiter or human resources manager always starts with the largest pool of qualified candidates possible. Share your recruiting message on sites like Linkedin and Glassdoor to find as many potential hires as possible. Compile a wide range of qualified candidates with the skills, experience, and education you need on your team. Consider all the possibilities and then narrow down your selection based on more specific criteria.

3: Pre-screen qualified candidates.

From all of the qualified candidates, how do you choose the right ones? You have to get specific. Identify the persona of your ideal candidate—precisely who do you want on your team? What’s on your wishlist? Know your deal-makers and deal-breakers. Ask lots of questions. Start building relationships with the individuals that pass your pre-screen and fit your company culture.

4: Network within your field.

Connect with other professionals in your field at industry events or online via Linked-in groups and forums, then ask your connections for referrals. Word of mouth plays a huge role in sourcing talent. The next perfect candidate could be someone who knows someone that you already know. The more connections you make within your field, the closer you get to meeting your next hire.

5: Utilize internal leads.

Your current employees can also provide leads—encourage them to recommend other professionals they know. Allow current team members to grow along with your company by creating a succession plan for transitioning promising employees into other roles. Finally, don’t neglect candidates who have already shown interest in your company. Stay in touch with the runner-up candidates from your last hire that would have been welcome additions to your team.

Contact Us

If you’d like to develop your talent pipeline strategy, contact an advisor at Nick Warner Consulting. We offer executive coaching and business consulting services in Sacramento and throughout the state of California. Take advantage of our current offer for a free introductory consultation—schedule an appointment today! Photo by Rodion Kutsaev on Unsplash
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