CBI Way: Getting Your Pipeline Started

May 20th, 2015

By Outside-In® Team Member Alex Patton

Having the ability to tap your own pipeline of talent when trying to fill open positions can be a game-changer. As discussed in the last CBI Way Blog, talent pipelining is about preparing for future openings, and easily identifying quality candidates quickly, reducing critical metrics such as time to fill. As you can probably predict, creating your pipeline starts with a familiar topic: engaging passive candidates.

CBIWayEngaging passive talent can be an incredibly effective way to encourage your pipeline’s success. First, identifying the profile and skillsets needed for future openings is going to help point you in the right direction for engaging those ideal candidates. For example, perhaps you want to build a pipeline of electrical engineers, knowing of a large project kicking off next year. You might be able to get a decent amount of names from LinkedIn, FaceBook, or old resumes on job boards. But more likely, the most effective source for building your pool of electrical engineers is going to be associations, niche groups, and seminars or events where candidates with the skillset you seek meet, interact, and engage one another. Gathering as much information possible about your pipelined candidates will take in-depth research and cross-referencing, but will pay dividends for the long term approach. Emails, telephone numbers, and social media profiles can all help bridge the gap to engagement.

Identifying the sources to generate passive candidates is an important step. But perhaps just as important is engaging that talent, and building relationships to foster interest and help drive referrals. In the next CBI Way blog, we’ll discuss some common strategies to produce success when attempting to engage your newly built talent pipeline.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Image courtesy of freedigitalphotos.net

5 Responses to “CBI Way: Getting Your Pipeline Started”

  1. CBI Way: Engaging Your Talent Pipeline | The CBI Group Says:

    […] as important as getting your talent pipeline started is keeping that same pipeline engaged with your business. Long before a position that needs to be […]

  2. Do your recruiters bulldozer candidates? | The CBI Group Says:

    […] focus shifts to building a relationship with the talent. To building potential pipeline. This makes tomorrows’ recruitment easier and this is where good recruiting takes shape. It means […]

  3. CBI Way: Thorough Intake Leads to Successful Sourcing Strategy | The CBI Group Says:

    […] the best selling points for the position itself. These selling points will be important if you’re targeting passive candidates who need to be engaged or motivated to make a […]

  4. 2016 RPO Trends | The CBI Group Says:

    […] quickly. This is especially true with 5.4 million open jobs (BLS). RPO Providers will be focused on talent pipeline services in 2016 to help provide clients talent as fast as possible and helping reduce time to […]

  5. What is a pipeline of candidates? | The CBI Group Says:

    […] that we’ve cleared that up, I hope you’ve also learned that developing a pipeline of candidates takes time and requires consistent relationship building. This is what makes a […]

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