7 Recruitment Pipeline-Building Strategies You Can Use Today

Are you worried about building your recruitment pipeline? Finding the task too difficult and you’re wondering how to plan, coordinate or analyze? You’re not alone. Many recruiters struggle with creating a pipeline that attracts, engages and hires the best talent for their company.

A recruitment pipeline is a crucial part of your hiring strategy, as it determines the quality and quantity of your talent pool. A good pipeline can help you hire faster, cheaper and better.

But building a recruitment pipeline is not a walk in the park. It involves many challenges, such as finding qualified candidates, competing with other employers, hiring fast and using data-driven recruitment.

In this blog post, we will show you some of the most common challenges that recruiters face when building a recruitment pipeline, and how to overcome them with effective solutions and best practices.

What Is Recruitment Pipeline?

A recruitment pipeline 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.

Recruiters can add candidates to the recruitment pipeline once they apply for a job, then move them through the different stages as they progress. Each stage may have specific action items that the recruiter must perform, such as setting up interviews or preparing hiring materials.

The pipeline offers an effective way for recruiters to visualize and monitor candidates’ progress and remain accountable for their tasks.

Benefits of Recruitment Pipeline

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

• Increased efficiency: 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.
• For example, once candidates move past the screening stage, the recruiter knows they need to contact them to schedule interviews with hiring managers.
• Better candidate experience: When placing candidates in the recruitment pipeline, recruiters can also note specific details from their conversations with each person. They can use these insights to create more personalized interactions with them as they move through the hiring process.
• This approach can help candidates feel valued by the organization, and a positive hiring process may make them more eager to join as an employee. If the candidate doesn’t get hired or accept the job, the recruiter can also use the pipeline to maintain relationships with these individuals for future opportunities.

POPULAR: Why You Need Custom Pipelines in Your Recruitment Platform

• Enhanced quality of candidates: Organizing candidates with a recruitment pipeline makes it easier to identify and focus on individuals whose qualifications meet the organization’s 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.
• Improved collaboration: A recruitment pipeline can also facilitate collaboration among recruiters and other stakeholders involved in the hiring process. Recruiters can share their pipelines with hiring managers, team members, or external partners who can provide feedback or input on candidates. They can also assign tasks or responsibilities to each other and track their progress. This way, everyone stays on the same page and works together towards a common goal.
• Reduced costs: A recruitment pipeline can also help reduce costs associated with hiring new employees. By streamlining the hiring process and improving its efficiency, recruiters can reduce the time to hire and fill open positions faster. This means less money spent on advertising jobs, paying salaries or benefits to unfilled positions, or losing productivity due to staff shortages.
• Additionally, by hiring quality candidates who fit well with the organization’s culture and goals, recruiters can reduce turnover rates and retention costs.

LEARN MORE: What is a recruitment pipeline?

How to Build a Strong Recruitment Pipeline

Building a strong recruitment pipeline requires planning, strategy, and execution. Here are some steps you can follow to create and maintain a successful recruitment pipeline:

1. Be Data-Driven

Data is essential for making informed decisions about your hiring process. You should track key metrics such as time to hire, source of hire, and cost per hire. Learn more about the importance of HR analytics and what tools we recommend for analysis in our guide.

2. Use Internal Recruitment

One of the best sources of talent is your existing employees. You should encourage them to refer qualified candidates from their networks.

Tip: Try using our employee referral email template to start a referral program at your company.

3. Leverage Social Media

Social media platforms are great tools to reach out to potential candidates and showcase your employer brand. You should create and maintain a presence on platforms where your target candidates are active, such as LinkedIn, Facebook, Twitter, or Instagram. You can use social media to post job openings, share company news, and culture, engage with followers, and build relationships with influencers or industry experts.

But merely posting isn’t enough! Check out these handy ‘We’re Hiring’ social media post examples we’ve compiled and analyzed for your inspiration.

4. Use AI to Streamline the Hiring Process

Artificial Intelligence (AI) can help you automate and optimize various aspects of your hiring process, such as sourcing, screening, scheduling, and assessing candidates. AI can help you find and attract passive candidates who may not be actively looking for a job but are open to new opportunities. AI can also help you filter and rank candidates based on their skills, experience, and fit for the role.

Moreover, you can schedule interviews with candidates and provide feedback or recommendations based on their performance through the use of AI. Here’s an example of how an AI Recommendation feature works on a recruitment tool like Manatal’s Applicant Tracking System.

5. Leverage Video Conferencing to Connect with Talent

Video conferencing is a convenient and cost-effective way to conduct interviews with candidates, especially those who are remote or located in different time zones. Video conferencing can help you assess candidates’ communication skills, body language, and personality more effectively than phone calls or emails. In addition, video conferencing can also help you showcase your company culture and values by giving candidates a glimpse of your office environment or introducing them to your team members.

6. Build a Talent Pool

A talent pool is a database of potential candidates who have expressed interest in working for your organization or have been sourced by your recruiters. A talent pool can help you reduce the time and cost of hiring by providing you with a ready-made source of qualified talent. You should nurture your talent pool by doing the following:

• Use HR software to collect and manage candidate profiles, and match them to your criteria. Use an ATS or other recruitment software to track and communicate with candidates.
• Use recruitment marketing to showcase your employer brand and employee value proposition. Attract and engage potential candidates with relevant and appealing content through various channels.
• Re-engage unsuccessful candidates who applied for a job but weren’t a right fit at the time. Keep them in your talent pool and update them on new openings. Ask for their feedback and referrals.
• Engage students and graduates-to-be by connecting with universities and colleges. Appeal to future graduates by offering internships, apprenticeships, or entry-level roles. Nurture them until they are ready to join your company.
• Include internal talent who might be interested in new roles or career development opportunities. Encourage internal mobility and referrals, and create a culture of learning and growth. Identify high-potential employees.
• Keep candidates who are not ready to apply interested by sending them personalized messages, newsletters, invitations, or relevant news. Offer them free resources, such as ebooks, whitepapers, or case studies.
• Don’t forget former employees who leave the company for personal or professional reasons. They might be interested in returning or referring others. Maintain contact with them through alumni networks, social media groups, or email campaigns.

7. Hire Freelancers and Contractors for Hard-to-Fill Positions

Sometimes, you may need to fill a position quickly or temporarily without going through the full hiring process. In such cases, hiring freelancers or contractors can be a viable option. Freelancers and contractors are independent workers who offer their services on a project basis or for a fixed period of time. They can help you fill skill gaps, handle peak workloads, or test new ideas without committing to a long-term employment relationship.

PODCAST: EP38: Capgemini - Future-Proofing TA with Automation and AI (with Brajesh Singh, Director, Talent Acquisition, APAC & ME)

Strengthen Your Recruitment Pipeline with ATS

An applicant tracking system (ATS) is software that helps recruiters and employers track candidates throughout the recruiting and hiring process. An ATS can help you create and manage your recruitment pipeline more effectively.

And one of the best ATS systems available on the market is Manatal. We’re not just saying this for the sake of showcasing our product. Driven by AI, Manatal offers a comprehensive suite of features that help you build and optimize your recruitment pipeline.

Let’s take a look at some of its features that help you source and hire candidates faster and easier.

• Job Posting: With Manatal, you can create and distribute job postings to over 2,500+ job board integrations, a branded career page, a LinkedIn extension, a referral program, and more.

• Application Tracking: Manatal is tuned with the ability to collect and store applications from different sources in one place. It can also help you filter and sort applications based on criteria such as skills, experience, education, location, or status. Plus, moving candidates through different stages of the pipeline can be done easily with Manatal.
• Candidate Management: You can efficiently manage your candidate relationships as Manatal provides you with tools such as notes, tags, ratings, comments, reminders, attachments, and feedback. Manatal also helps you enrich and complete your candidate profiles with data from their available LinkedIn and 20+ online profiles.
• AI Recommendations: Manatal helps you leverage its AI engine to find and attract the best talent in your database. It automatically scores candidates based on their skills, experience, and fit for the role. Via Manatal, you can easily search candidates using keywords, filters, or Boolean operators. Moreover, you can also discover similar candidates or suggest jobs for candidates based on their profiles.

• Collaboration & Activities: Managing your team roles and inviting hiring managers to collaborate can be done effortlessly with Manatal. In addition to that, you can also integrate your calendar and mailbox to optimize your time management into Manatal’s cloud-based platform. Scheduling calls, emails, meetings, interviews, tasks, and more can be completed within a few clicks.

• Reports & Analytics: Manatal offers you the ability to customize your dashboard and access a full reporting and analytics suite to track metrics and KPIs that matter. It helps you measure your time to hire, source of hire, cost per hire, quality of hire, diversity of hire, and more.
• Moreover, Manatal also helps you generate custom reports and dashboards that show your hiring performance and progress. You can simply export and share your data with your stakeholders or partners in one push.

LEARN MORE: Manatal’s ATS

Conclusion

Building a recruitment pipeline is a strategic and proactive way to improve your hiring process and grow your business fast. A recruitment pipeline can help you increase your efficiency, enhance your candidate experience, improve your quality of hires, boost your collaboration, and reduce your costs and time to hire.

To build a strong recruitment pipeline, you need to be data-driven, use internal recruitment, leverage social media, use AI, use chatbots, leverage video conferencing, build a talent pool, and hire freelancers and contractors. And to further strengthen your recruitment pipeline, it is quite essential to have a tool like ATS at your disposal.

All in all, by following these steps, you can create a recruitment pipeline that will help you achieve your hiring goals and grow your business fast.

If you want to learn more about how to build a stunning recruitment pipeline for your organization, you can visit Manatal’s website and start a 14-day free trial today.

Citation:

1. Top 100 Hiring Statistics for 2022 (linkedin.com)