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.
Engaging 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.
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