What is the talent pipeline?
In general, the definition of talent pipeline is a database tool, where the data of all candidates is registered and managed.
By registering professionals in the talent pipeline, it is possible to evaluate them and analyze whether they are considered apt to work in your business.
In addition, within the sales pipeline, the company must also include the contact details of each professional. Remember that it is used for candidates in which the organization has observed the greatest potential. That way, when an opportunity arises, recruiting and hiring becomes easier and more streamlined.
To build a pipeline, it is important to have a considerable number of candidates that fit the profile desired by the organization.
For this, you can use dissemination channels, such as social networks, job platforms, forms on your own website or even headhunters.
The company can also include in the talent pipeline all professionals who have already gone through previous selection processes and were pleasant, but, for some reason, have not been hired, either because of salary or incompatible position, among others.
That is, if you have a digital totem industry , and you intend to hire professionals for the organization’s marketing area, a well-aligned talent pipeline can optimize search time and recruitment efficiency.
How does the talent pipeline work?
To implement the talent pipeline in a company, it is necessary to carry out a search and registration of potential employees.
It is interesting that this search be done in advance, so that, at the time of recruitment, the company can be agile and fill the position more easily. Below, see the step-by-step guide to building your own talent pipeline:
1- Determine which positions need a talent pipeline
To start building your talent pipeline, you need to know that not all positions necessarily require a pool of candidates.
For example, for positions that have a high rate of turnover or turnover, the talent pipeline is extremely useful, because from there, the company can fill these vacancies as soon as possible, reducing damage and ensuring the continuity of work.
However, some positions have low turnover, not needing this strategy for the day to day of the company. For this reason, determine which positions are really needed in this strategy.
2- Build an ideal persona
Basically, the persona is a set of characteristics of your ideal customer. Typically, it is used to profile a potential customer for the company.
But in this case, when we talk about persona, we are referring to internal customers, that is, employees.
In this case, gather the main characteristics, such as the technical and behavioral qualities that are valued for the particular position. With an ideal persona, it becomes simpler to compare behaviors and make the right choice to hire.
3- Build your talent pipeline
Once you’ve defined your persona, it’s time to finally fill your own talent pipeline. At this time, it is ideal to carry out various types of search for people who are qualified.
Today, you can find several ways to put this into practice and find the most suitable professionals for your organization.
One of these ways is social networks, especially LinkedIn, a professional relationship platform between employees, freelancers, companies, etc. Through this network, your company can open several vacancies and also specify the requirements to participate in selection processes.
In addition, another way to build your talent pipeline is to include all professionals who have already gone through selection processes in your business, and have shown interest in being part of the organization.
Finally, it is also possible to add forms and campaigns to your website, establish networking strategies and look for qualified headhunters in the market to mediate between the processes.
4- Engage the pipeline
Finally, for a company to be successful in efficiently building the talent pipeline, it is important not only to include candidates, but also to know how to engage them.
Therefore, maintain proper communication with your potential candidates. The secret of this step is to think long term. After all, each candidate inserted in the pipeline represents an opportunity for development and success for the organization.
Also be transparent about the job specifications posted. If your company operates with time clock services , for example, try to inform candidates about the name and history of the company, in addition to the characteristics of the vacancies.
That way, your company will succeed by building a well-crafted talent pipeline.
