Building a talent pipeline doesn’t have to be a laborious process. In fact, one of the easiest ways to build your pipeline is to keep in touch with candidates that fall under that second dot point. Sure, establishing a reputation as an amazing employer and keeping an eye out for rising talent is important, but who better to populate your pipeline than people who have already come to you! When you walk into an interview, you now have two jobs:
- To find a culturally compatible candidate with the skills and experience required for the role (nothing’s changed here!), and
- To keep culturally compatible candidates that are unsuitable for the current role engaged and excited about potential future opportunities within your company. The only way you can do this is by walking into the interview with an understanding of your company’s long term plans, current talent and potential talent gaps.
Now more than ever, the importance of managing brand image and building talent pipelines cannot be underestimated. These strategies encourage talent to come to you and stay with you, and when it comes down to it, any strategy that eliminates the need for you to constantly search for talent is well worth the effort.