How can you align your pipeline building and sourcing goals with organizational strategy?

1 Understand your strategy

The first step to align your pipeline building and sourcing goals with your organizational strategy is to understand what your strategy is. What are your business objectives, priorities, and values? What are the key competencies, skills, and behaviors that you need to achieve them? How do you measure your success and impact? By answering these questions, you can define your talent needs and expectations, and communicate them clearly to your stakeholders and candidates.

2 Identify your target markets

The next step is to identify your target markets for sourcing and pipeline building. Where are the best sources of talent for your roles and functions? What are the market conditions, trends, and challenges in those locations? How do you adapt your sourcing methods and messages to different cultures, languages, and preferences? By researching and analyzing your target markets, you can develop a global sourcing strategy that is tailored to your specific needs and opportunities.

3 Plan your activities

The third step is to plan your activities for pipeline building and sourcing. How do you allocate your resources, time, and budget? What are the tools, platforms, and channels that you use to find, attract, and engage talent? How do you segment and prioritize your talent pools and pipelines? How do you track and evaluate your performance and outcomes? By planning your activities, you can create a structured and systematic approach to pipeline building and sourcing that is aligned with your strategy and goals.

4 Build relationships

The fourth step is to build relationships with your talent prospects and candidates. How do you communicate your employer brand, value proposition, and culture? How do you create a positive and memorable candidate experience? How do you nurture and maintain your talent connections and networks? How do you leverage referrals, recommendations, and testimonials? By building relationships, you can foster trust, loyalty, and advocacy among your talent communities and pipelines.

5 Collaborate with stakeholders

The fifth step is to collaborate with your stakeholders for pipeline building and sourcing. Who are the key decision-makers, influencers, and partners in your organization and external environment? How do you align your expectations, roles, and responsibilities with them? How do you share information, feedback, and insights with them? How do you solve problems, overcome obstacles, and celebrate successes with them? By collaborating with your stakeholders, you can enhance your efficiency, effectiveness, and credibility as a global talent acquisition professional.

6 Learn and improve

The sixth and final step is to learn and improve your pipeline building and sourcing practices. How do you collect and analyze data and evidence from your activities and outcomes? How do you identify your strengths, weaknesses, opportunities, and threats? How do you implement changes, innovations, and best practices to improve your processes and results? How do you share your learnings and achievements with your peers and industry? By learning and improving, you can continuously align your pipeline building and sourcing goals with your organizational strategy and deliver the best value for your organization and talent.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?