How to build a talent pipeline: A guide for smarter recruitment

People are key to the success of any organization, so it’s important to have a plan to find and connect with skilled workers. In today’s competitive job market, where skills are always changing, focusing only on hiring for open roles isn’t enough anymore.

Smart companies are now building talent pipelines to meet both current and future hiring needs. A talent pipeline is a group of potential candidates who are ready to take on relevant roles when needed. While building a talent pipeline might seem like a big task, taking simple, proactive steps can make it much easier.

In this newsletter, we’ll walk you through six actionable steps to build a talent pipeline that ensures you’re always ready to hire the right people at the right time.

Step 1: Identify critical roles and skills

Start by defining the roles that are most crucial to your organization’s success. Consider positions that have a high turnover rate, are difficult to fill, or are essential for achieving long-term goals.

Pro tip: Look at industry trends and future business needs to anticipate emerging skills that may become critical.

Step 2: Source candidates from multiple channels

Expand your reach by sourcing talent from various platforms such as job boards, social media, employee referrals, and networking events.

• Use LinkedIn to identify passive candidates who may not be actively job searching but are open to opportunities
• Tap into your current employees’ networks for referrals—they often know talented individuals who could be a great fit

Step 3: Build relationships with potential candidates

Engage with candidates well before you need to hire them. Regular communication and personalized outreach help keep your organization top of mind for potential hires.

• Share company updates, invite them to events, or send personalized messages about why they’d be a great fit for your team
• Leverage email campaigns to nurture relationships over time

Step 4: Leverage an ATS for automation and insights

An applicant tracking system (ATS) is a game-changer when it comes to building and managing a talent pipeline.

• Automate tasks such as storing resumes, tracking candidate interactions, and sending follow-up emails
• Use built-in analytics to identify trends, track engagement, and measure the effectiveness of your pipeline
• Categorise and tag candidates based on skills, location, and availability to create a more organized and efficient pipeline

Step 5: Invest in employer branding

Your employer's brand plays a significant role in attracting top talent. Showcase your company culture, values, and mission through:

• A well-designed career page
• Social media posts that highlight employee experience and achievements
• Glassdoor reviews to demonstrate transparency and authenticity

Step 6: Evaluate and optimize regularly

A talent pipeline isn’t a “set it and forget it” strategy. Continuously evaluate its effectiveness by tracking key metrics like response rates, engagement levels, and the percentage of candidates converted into hires.

• Regularly update your pipeline to reflect changing business needs and industry trends.
• Seek feedback from your hiring team to identify areas for improvement.

Why does building a talent pipeline matter?

1. Reduces time-to-hire: Having pre-qualified candidates on hand speeds up the hiring process.
2. Improves candidate quality: Engaged candidates are more likely to align with your workplace culture and values.
3. Future-proof your hiring: Proactively planning for future needs helps you stay competitive in a dynamic job market.

Takeaway

Building a talent pipeline is a long-term investment that pays off in hiring efficiency, candidate quality, and overall organizational success. By identifying critical roles, sourcing proactively, leveraging an ATS like PyjamaHR, and nurturing relationships with candidates, you can create a robust pipeline that streamlines your hiring process and enhances the overall candidate experience.