Hiring well is one of HR's highest priorities. After all, the company's success depends on a qualified team, which is identified with the organization's values and delivers above-average results. However, many times the recruitment is done in a hurry, which affects the retention and productivity of professionals.
To avoid rushing, a good strategy is to build a talent pipeline, increasing the chances of getting hires right. Have you heard of this method? Next, check out everything you need to know about the concept and how to implement it in your company!
What is a talent pipeline?
Talent pipeline is a bank of candidates formed by professionals previously evaluated and considered able to work in the company. The best way to build it is through active recruitment, which involves the constant search for people who fit the profile desired by the organization.
For this, it is possible to use social networks, job platforms, forms on the company's website or even the headhunters, in the case of positions with a higher level of seniority or specialization.
It's needed build a relationship with these people, even without having an open position. Thus, when the opportunity arises, hiring will be easier.
Another important point is to include in the pipeline of professional talents who have already participated in previous selection processes and they pleased, but they were not hired. It may have been due to lack of seniority, incompatible salary or simply because there was a more suitable competitor at that time.
With a vacancy open, just choose the candidate most aligned to the position and get in touch. If the person is available, the position is filled quickly.
How to implement a talent pipeline?
Building a talent pipeline involves a lot planning. The search must be done well in advance, so that you can work on the relationship with the professionals and engage them correctly. See below the step by step to assemble your company's pipeline.
Determine which positions need a pipeline
Because it is a process extensive and laborious, it is not possible to apply the talent pipeline to all positions in the company. Before you start, determine which positions need this strategy on a daily basis.
The method is usually used in two main cases:
- positions with a high index of turnover, which need to be filled in frequently;
- positions that are difficult to fill, which generates a high loss of revenue when vacant.
The talent pipeline helps to fill these vacancies as soon as possible, reducing damage and ensuring continuity in the work of the team.
Define a persona
Use the people analytics to understand the company's turnover and the profiles of the best performing employees.
Later, assemble a persona of the ideal employee, taking into account the technical and behavioral qualities valued for the position in question.
Fill the pipeline
Once the desired profile has been defined, it is time to fill the talent pipeline, making a active search by these people.
One of the best ways to put this into practice is to include professionals who have already shown interest in being part of the company and have participated in previous selections. Talent attraction campaigns, using the “work with us” form and networking strategies, also work well.
Another good strategy is to use specialized platforms, social networks and headhunters. In that case, have be careful with the approach: it will directly influence the impression that the candidate will have of the company.
>> Want more tips on recruiting candidates? Check out this other blog post:
8 hacks for recruiting and selecting people <
Engage the pipeline
More than including the right people in the talent pipeline, you need to know engage these candidates. But how to build a relationship without displeasing excess messages?
The key to the process is to think about the long term, with patience and dedication. The first contact is very important: it is he who will define how the sequence of the communication will be.
One of the main points is be transparent. Say that there is no vacancy open, but that the company was interested in the profile and would like to get to know you better. Talk about the professional's career, his current projects and clearly answer any doubts he has about the company.
Then ask him how he would feel most comfortable continuing the relationship. It can be through invitations to events, sharing relevant content or other strategies, always with the care of don't spam and cause the opposite effect to the desired one.
Develop the employer brand
In the midst of all this process, it is essential to do a good job of employer branding to strengthen the company's image as an employer.
Collect employee testimonials, produce videos, highlighted in the communication channels the positive points of working in the organization. This involves everything from job descriptions to the brand's website and social networks.
Good marketing in this regard ensures that market professionals remain interested in working for the company, including those already in the talent pipeline.
This leaves the door open for them to participate in a selection process, or to be receptive to receiving a new call.
What are the benefits of the talent pipeline?
There are many benefits to building a talent pipeline in the company. The main ones are:
- more precision in hiring: without the need to carry out selective processes in a hurry, the company guarantees the qualification and cultural fit of the hired professionals. The long-term relationship is essential for this to happen;
- time and money savings: with the talent pipeline, HR already knows who to look for when a new vacancy is opened, avoiding a long and costly selection process;
- more hiring possibilities: the pipeline helps in locating and engaging talents who have not applied to work in the company, expanding the possibilities of HR.
As we saw throughout the article, the talent pipeline is a very advantageous method for attract and retain good talent. With it, HR ensures the quality of hiring and the fluidity of selection processes, helping the company to build highly competent and engaged teams.
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