In any competitive business sector, there must be a way to identify the right candidates. It’s usually advisable to do it for present and future reasons. You should have someone that you can give a call when there’s a vacant post or when a promotion spot is created. This is where the concept of building a talent pipeline is important.
If the term is new to you, you should know that a talent pipeline refers to a list of candidates who are earmarked to take up future positions in an organization.
To ensure that you find the right people, here are the steps to follow:
1. Automate
There’s so much that you can do with talent pipeline software. For example, you can use it to sort talents, engage them, schedule appointments, and track interview proceedings. You can also use it to automate reminders for the interviews. Basically, it’s meant to simplify the pipeline process.
2. Entice
You need to make your brand attractive in the eyes of prospective candidates. Just like the candidates have to impress you, it is important to return the favor. This means showing them attractive elements like entrepreneurial opportunities, family orientation, and access to innovation.
3. Source Talents
You have to prioritize on sourcing the candidates even if you expect them to find you. You can use social media and any other commanding platforms to identify the right talents. If you don’t have time to search for the best social platforms that can give you better results or interview the candidates, you can hire a job recruitment agency to take care of the process for you.
4. Quality Assessment
With the data that you collect, you should be able to assess the applicants properly. This is with respect to the following key areas:
• Business knowledge
• Competence
• Work challenges
5. Collect Feedback
Using the talent pipeline software, you should gather quality feedback from the interviewees. The sooner you get them, the easier it is to keep the applicants within your pipeline. Besides, most candidates don’t like to be kept in the dark about the results. They want to know the interview outcome as soon as possible. Thus, you should set aside at least 15 minutes between interviews so as to allow the interviewers some time to forward their feedback.
Conclusion
Once the above steps are followed, the candidate who meets your basic requirements will be identified. You’ll have someone that could fill the void in your organization perfectly. Always remember that the talent may come from within or from outside, so don’t discriminate.
