Use These Steps to Build a Sustainable Recruitment Pipeline
Having a robust talent pipeline gives you access to a consistent pool of quality candidates. Instead of posting a job ad every time you need to fill an open position and hoping for the best, you’ll always have a steady stream of candidates at your fingertips.
You’ll need more than just a well-worded job ad if you want to build a healthy recruitment pipeline.
To keep qualified candidates coming through the door, you need to get your entire company on the same page in more ways than one. From corporate culture to employer branding, recruitment goes beyond the HR department. Learn how to create a sustainable pipeline of candidates, so there’s always a great hire within reach when new positions become available.
There are three steps to building a sustainable recruitment pipeline, but none of these steps will work if the entire company isn’t in sync.
To hire great candidates, there needs to be open lines of communication between you and your fellow recruiters and the rest of the company. If you’ve been having trouble hiring and retaining qualified candidates, sit down with the rest of the company, including representatives or managers from every department. Talk openly about the company’s hiring needs, how each department defines a great candidate, and how everyone views the corporate culture.
Talking to other departments and the leaders of the company gives you more insight into what kinds of candidates will fare well at the company.
Step 1: Collaborate with Marketing to Create a Cohesive Employer Brand
Employer branding is key to the recruitment process. 80% of talent acquisition managers believe that employer branding significantly impacts their ability to hire great talent.
As recruiting starts looking more and more like marketing, the more your team should collaborate with the marketing department. After all, candidates are consumers, which means the company’s consumer-facing marketing messages can have just as much impact as traditional employer branding materials like job descriptions, Glassdoor reviews, LinkedIn profiles, and the company website.
Negative reviews of a company’s products and services is the #1 factor that damages an employer’s brand.
Ideally, your employer branding campaign will be an extension of the company’s consumer-facing marketing campaign.
Brainstorm with the marketing department to get these campaigns on track. Talk about how consumers view your products and services, what kinds of messages tend to resonate with consumers, and the overall message behind your brand. If your company has negative reviews on Yelp, Consumer Reports, and other consumer review websites, look for ways to address these issues.
Incorporate these ideas into your employer branding strategy so candidates aren’t getting mixed messages.
Step 2: Build a Robust Referral Program
Referred candidates are the best candidates. The chance of a referred candidate getting fired decreases by an average of 350% in comparison with non-referred candidates.
However, these candidates need to be referred by someone at the company, which means you need the support of the entire brand if you want to get a successful referral program off the ground. Company-wide support usually starts at the top. Talk to senior-level managers and C-suite executives about the lasting value of referred candidates.
Use statistics like these to gain the support of management:
- Employee referrals can save organizations $3,000 or more per hire.
- New hires sourced via referral programs produce 25% more profit for their companies than new hires sourced via other means.
- If your team is anxious for diversity, referrals were listed as the #1 “most productive” source for diversity hires; this is well ahead of major job boards, company affinity groups, and diversity career fairs.
Share these findings with department heads so they can instill the value of referred candidates in rank and file employees.
Step 3: Implement a Standardized Hiring Process
Choosing which candidate to hire can be a difficult decision.
You have to weigh many different opinions and variables as you settle on a final candidate. Even if you believe you’ve chosen the right candidate, we all have our blind spots. Personal bias and other variables can easily come into play, altering outcomes for better and worse.
You can reduce confusion and make better hiring decisions in less time if you implement a standardized hiring process.
Instead of going with your gut, turn the decision-making process into an exact science. Make a list of desirable qualities and skills. Have each candidate go through the same steps before making your final decision, so you’re not giving special favor to a particular candidate. Use standardized questions, tests, and exercises to evaluate candidates instead of making up questions on the fly.
Standardizing the process saves you time. You will always know which questions to ask and what qualities to look for in a candidate so you can quickly vote “yes” or “no” on potential hires without pulling your hair out.
But this also improves the candidate experience.
If some candidates feel the process was rushed, confusing, or unfair for some reason, it will damage your reputation as an employer. Be fair and transparent by implementing a standardized hiring process.
You can’t build a sustainable recruitment pipeline overnight. Use these steps to create a company-wide approach to recruitment so you can hire better candidates in less time.
Getting your company on the same page is easier said than done. Attend a recruitment conference to learn more about putting your plan into action.