The demand for talent is at an all-time high. Of course, you already know that. But to snag the best people, you can no longer (and probably never could) rely on all-too-typical job postings to see who comes knocking. To make sure you’re meeting your talent needs on an ongoing basis, you’ve got to have an effective candidate pipeline.
Of course, you probably know that too. And yet…
Look, I know working toward future hires takes extra time that you feel like you don’t have in your already jam-packed day. But unless you make the effort to invest in your company’s future, there may not be much of one. Here are some tips and techniques for building a winning strategy to create a terrific talent pipeline:
Build Your Employer Brand
This should be first on your to-do list. Having an employer brand that resonates with potential candidates does a lot of the heavy lifting for you. It’s enables you to engage with passive talent and nurture relationships. Best of all, you can take small, easy steps now to develop your employer brand. For instance, start by encouraging employees to tell their stories on your company’s and their own social media channels. (Provided, you know, they aren’t trashing your org!) Similarly, stay active on your business’ social channels. For example, when your company showcases a new product or something cool, make sure you comment on that post.
Organize Your Tech
There’s a good chance you’re using a whole bunch of talent acquisition tech that extends well beyond your ATS. With so many systems, it can be difficult to keep track of your active and passive candidates. Throw in a heavy requisition load and not enough hours in the day, and you can quickly feel overwhelmed. This is where CRM software comes in handy to track and communicate with candidates. It may take some time to get used to, but I am currently in the process of using CRM tech, and it’s proven really useful in creating a candidate pipeline. Read more here…