Recruitment Pipeline: A Must in a Modern World

Traditionally, small businesses seek out job candidates when they are ready to hire. Making decisions about the recruitment process is based on open or soon to be open positions. While many companies still approach the hiring process this way, there is a better way. Creating and maintaining a recruitment pipeline can help companies to hire faster, remain competitive and lower the ever-increasing costs of recruitment.

A recruitment pipeline is essentially a maintained pool of qualified job candidates. Potential candidates go through an initial screening and develop a relationship with the recruiter and/or hiring manager. This not only allows them to see if they would be interested in becoming a part of your company, but allows you to get to know the candidate potentially well-before a specific hiring need arises.  This gives you the time and opportunity to evaluate how well they fit with company culture and values. When it comes time to hire, every candidate in your pipeline may not be looking for a new position, but an adequately maintained pipeline may keep you top of mind and attractive.

While building a pipeline may seem like a lot of work earlier than necessary, it saves companies time, money and turnover in the long run.  Building a quality recruitment pipeline allows you to reduce costs through reducing the time and effort the recruitment process takes.  Hiring managers and recruiters will be educated on what types of candidates you’re looking for, and potential employees will be initially screened and sure to fit within the company culture with values alignment. While these steps seem minor to the untrained eye, anyone who has gone through the recruiting process knows how essential they are.

In addition to saving time and cutting costs, recruiting using a pipeline results in increased employee satisfaction and improved retention. An effective recruitment pipeline relies heavily on engagement, so employees coming into the company are familiar with values and culture; they feel valued; and know before stepping foot in the office that it is a place they would like to work.

Building a recruitment pipeline is a relatively straightforward process. Much like traditional recruiting, it begins by identifying prospective candidates, making the initial contact, and pre-screening anyone that would be a good fit for the company and potential future job openings. The next step is the most complicated and most rewarding piece of building a pipeline: nurturing your prospects; staying connected allows you to create a relationship where potential candidates feel more valued and are more likely to see a move to your company as positive for their career development. In addition, it gives you time to get to know the candidate and how they will fit into your organization. This can be accomplished through email campaigns, networking events, social media groups, and informal get-togethers.

No matter the position for which you are recruiting, a recruitment pipeline is the way to go. This method of recruiting allows employers to remain competitive; find the most qualified employees and ensure they would be a good fit in the organization. While it may be tempting to stick with the more traditional recruitment method, creating a recruitment pipeline will help your organization to streamline the process – saving time, money, and reducing turnover.

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