In Part I, we looked at the benefits of a talent pipeline creation. Here we explore the benefits of engaging talents within it, thereby allowing you to nurture and grow your sacred talent pipeline.
Companies around the world have made talent sourcing and management a priority for the continued success of their business. In part one, we explored how talent pipelines provide recruiters with a steady stream of candidates who are hand-picked and matched to the client’s organisation based on competence, culture fit and personal values.
Here we will aim to underline how – in the process of building a talent pipeline – recruiters can establish crucial relationships with their talent pool and gain invaluable labour market information at the same time. These can position the recruitment agency as a trusted partner by both candidates and organisations.
1. Knowledge of the local workforce
Knowledge is power and when wielded properly, can ensure success. By reaching out and assessing the potential candidates, recruiters can gain insights into industry updates, how key positions evolve over the years, and the relevant skills needed for staff in certain positions to succeed.
2. Engagement is key
Talent pools are a group of exclusively selected individuals who may already be in established positions. Having said that, recruitment agencies need to understand that constant bombardment of career information might put them off viewing your agency as a source of career advice. Recruiters should initiate quarterly communications campaigns to ensure that these candidates have just the right amount of information to aid in their career planning.
3. Relationships based on trust
As mentioned earlier, having a talent pipeline means building relationships with potential candidates both internal and external. However, recruiters can also go one step further by acting as advisors to individuals who are passionate about their craft, but don’t have the time to look for opportunities. They can go the extra mile by offering honest career advice and plotting their next career move. By building this level of trust, candidates will turn to these recruiters when they are ready to make the next move.
4. Become the organisation’s eyes and ears
Recruitment agencies need to understand their client’s business, identify potential talent gaps, key players and market trends. With strong industry knowledge gained by working with a wide range of industries over time, recruiters can become a trusted source of information, make smart hiring decisions with the management and gain the respect of their own counterparts.
5. Build the company brand
As building a talent pipeline involves proactively reaching out to candidates, building trust and relationships, the agency will be seen as a credible career partner by individuals and efficient recruiter by organisations. When the agency’s brand gains recognition, potential candidates will open up to recruitment professionals and entrust their careers in their hands, allowing recruiters to expand their talent pools even wider.
And there you have it, some pointers on the usefulness of having a talent pipeline. We hope that through this sharing, recruitment agencies can learn more about how talent pipelining is an efficient practice in helping to attract, select, engage and place talented individuals into an organisation under their care.
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