Recruitment Pipeline-Building Strategies You Can Use Today

Many recruiters struggle with creating a pipeline while racing against time to hire the best talent for their company. It’s true… TA professionals spend almost 13 hours of their week sourcing candidates for just one position. [1] A recruitment pipeline is a crucial part of your hiring strategy. It is a method that recruiters use to organize the recruiting and hiring process. This process contains several stages, from receiving candidates’ applications, screening and interviewing candidates, and eventually onboarding them as employees.

Obviously, building a recruitment pipeline is not a walk in the park. It involves many steps. This blog will dive into some of the most common challenges that recruiters face when constructing a recruitment pipeline, and how to overcome them with effective solutions and best practices.

Let’s get right to it.

Benefits of Recruitment Pipeline

A recruitment pipeline can offer several benefits to recruiters and their organizations, such as:

• Organized and ready: Recruiters may have many candidates they’re currently in contact with, and using a pipeline helps them organize these individuals effectively. By storing this information in an easily accessible location, recruiters can spend less time deciding which candidates to communicate with about their next steps.
• Enhanced quality of candidates: Organizing candidates with a recruitment pipeline makes it easier to identify the ones that fit your needs. Recruiters can use filters and tags to sort candidates by skills, experience, education, location, or other criteria. They can also compare candidates side by side and rank them according to their suitability for the job. This way, recruiters can ensure they are hiring the best talent for their organization.
• More options: Should any candidate not fit the hiring managers’ needs, then there’s always more options in your pipeline that you can go through to find the right fit.

Manatal comes with the industry’s best recruitment pipeline tools that help you scale your recruitment efforts to the next level. With AI tools, ML-powered resume parsing, candidate management, and collaboration features; you can easily build an organized recruitment pipeline no matter what volume of resumes you get.

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How to Build a Strong Recruitment Pipeline

1. Identify your hiring needs and goals

First of all, have a clear understanding of your current and future hiring needs, as well as your hiring goals. This involves analyzing your current workforce, determining the skills and qualifications required for the positions you are looking to fill, and understanding your long-term business objectives.

2. Source candidates

• Short term: Get candidates fast for a specific role.
• If you have an urgent hiring need, you may want to use some quick and effective methods to find and reach out to candidates who are ready to apply. Some of these methods are:
• -Share your openings through job boards: Use popular job boards and post your job openings to expand your reach and attract potential candidates actively searching for jobs. You can go for general job boards like Indeed, Monster, or Glassdoor, or niche job boards, such as Stack Overflow, GitHub, or Dribbble, depending on your industry and role. You can also use paid options to boost your visibility and reach more candidates.
• You can scale candidate sourcing with Manatal’s ATS by sharing your jobs across 2500+ plus channels with a single click, ensuring that your brand and job opportunity will reach the best potential candidates no matter the platform.
• Long-term: If you want to build a sustainable and diverse talent pool, you may want to invest in your employer brand, which is the reputation and perception that you have as an employer. The stronger the employer brand, the more candidates you can attract, engage, and retain.
• Here are ways to improve your employer brand.
• -Update your career page: Your career page is the first impression that you make on your candidates, and it is where you can showcase your EVP, culture, values, and achievements. Use a career page to tell your story, highlight your benefits and perks, feature your employee testimonials and reviews. Also, display your current openings and application process.
• -Leverage social media and job boards: Social media is a powerful tool to reach and engage your target audience. Most social media networks come with built-in job posting features that you have to optimize for the platform. Check out our guide on how to write a job description.

3. Establish and maintain connections with candidates

After you've sourced some candidates, the next step is to engage and construct strong relationships with them. When you contact your candidates, make sure to use their name, mention their skills and achievements, and refer to the specific role that you are offering. It’s always nice to use a friendly and conversational tone, and avoid generic and spammy messages.

Also, try to provide them with some value and feedback, such as information about your company, industry, and role, tips and advice on how to prepare for the interview, and constructive and timely feedback on their performance and status. Don’t forget to ask them for their feedback, opinions, and questions, and show that you care about their needs and expectations as well.

Most importantly, the key is to maintain your relationships with candidates. So, stay in touch and follow up with them regularly. Keep your candidates posted on any changes or delays in your hiring process, and keep them informed and engaged until they are hired or rejected.

4. Build a talent pool

A talent pool is a database of candidates who have expressed interest in working for your organization, or who have been sourced by your recruiters. It can help you keep track of your candidates, segment them by skills, experience, and fit, and nurture them until they are ready to apply. Use a tool like Applicant Tracking System to manage candidates data and automate your communication and engagement activities.

5. Use AI to streamline the hiring process

AI can help you streamline your hiring process by automating repetitive and tedious tasks. Use AI-driven tool to free up your time to focus on other important task by screening resumes, scheduling interviews, sending reminders, and providing feedback. Also, use AI to get insights, recommendations, and predictions, such as candidate scoring, ranking, and matching for better results.

6. Measure your progress

To ensure that your recruitment pipeline is effective, it’s important to monitor and measure your progress, and evaluate your results. Here’s a tip, use KPIs like time-to-hire, cost-per-hire, quality-of-hire, candidate satisfaction, and retention rate, to assess your hiring outcomes and identify areas of improvement.

Conclusion

Building a strong recruitment pipeline is a must for any organization that wants to hire the best talent in the market. A recruitment pipeline can help you reduce hiring costs, improve time-to-hire, and increase the quality and diversity of your talent pool. Whether you need to fill a specific role quickly, or you want to create a sustainable and long-term talent strategy, following solid recruitment pipeline strategies will help you steadily reach your goals.

Citations:

1. LinkedIn