How Recruiters Can Build a Strong Candidate Pipeline

Recruiting is the process of attracting talent to your organization. It’s a never-ending challenge because the talent pool continues to get smaller and more specialized. Recruiters must work harder than ever to attract top talent, and they need new strategies to build a strong candidate pipeline.

Providing insights on how recruiters can build a strong candidate pipeline, from identifying specific job descriptions that target the right candidates to crafting messaging that appeals to the ideal candidate. To succeed, recruiters should understand what they are willing to offer in exchange for the best candidates.

Here are strategies you can implement today:

Build a Strong Talent Pool From Day One

It’s no surprise that new hires have a significant impact on business outcomes. In fact, a study by research firm Gartner found that a top-performing talent pool can have a double-digit impact on overall business performance. This means every dollar invested in Hiring Overhead (HOO) can result in a return of $14 to $18 for every $1 spent. To achieve this success, recruiting has evolved into a more complex and expensive process. To stay competitive, you need to invest in best-in-class talent management solutions. This includes a robust candidate tracking system to manage your hiring process and track candidates, a hiring calendar to manage your hiring schedule, and an optimized workflow to streamline the hiring process. To build a strong talent pool, you must begin by building a culture of inclusion. This means creating an environment where candidates feel accepted and comfortable speaking up about their career interests. It also means creating a work culture where employees feel encouraged to give honest feedback. Both of these changes will help avoid the common pitfalls of hiring practices.

Create Job Descriptions That Attract Qualified Candidates

When conducting job listings, it’s important to ensure you’re including specific job descriptions. Your job descriptions should target the following types of candidates: - Prospective employees who may be interested in learning more about open positions. - Employers who may want to post openings on their own websites or job boards. - Employers who have employees they would like to transfer or trade roles with. To attract qualified candidates, create job descriptions that are clear, concise, and include a few key phrases that describe the skills and experience you’re looking for. This will help you attract a larger number of qualified candidates because you’ll now be attracting a broader group of people that may be interested in your open roles.

Craft Messaging That Stands Out From the Rest

To ensure your job descriptions stand out, you’ll want to create messaging that is specific and descriptive. This will help you attract a large number of qualified candidates because they will now have a clear understanding of what you’re looking for. One way that you can create messaging that stands out from the rest is by incorporating different types of messaging. These include: - Hiring for purpose - This messaging will help you attract candidates who are interested in working for a cause. This is a great way to attract talent who want to make a difference in the world, and it can often be a competitive hiring mandate for certain employers. - Career patrollers - This type of messaging will help you attract candidates who are looking for a more traditional work experience. These candidates are often looking for more stability and security, which can be a valuable hire choice for certain employers. - Relevance - This type of messaging will help you attract candidates who are looking for jobs that are relevant to their current or former jobs. This is a great way to target candidates who are looking to move into new roles or are looking to switch industries.

Build a Culture of Inclusion That Converts to Hire

A strong candidate pipeline is built on an inclusive culture. This means creating a work environment where employees feel welcomed, valued, and respected at work. This will help you build an inclusive culture that converts to hire, which means you will now have more qualified candidates who want to join your team. To build an inclusive culture, you can start by creating an inclusive hiring process that includes pre-screening processes, onboarding programs, and regular feedback sessions. You should also create an inclusive work environment by encouraging open communication and creating a work culture where employees feel comfortable venting about work.

Wrapping Up

When it comes to attracting top talent, nothing is more important than the candidate experience. This includes the candidate experience from the moment they first apply, to how they are treated when they are hired, and how they are engaged after they leave their job.

To build a strong candidate pipeline, recruiters can use the following strategies: - Build a culture of inclusion that converts to hire. - Create job descriptions that target specific types of candidates. - Craft messaging that stands out from the rest. - Build a candidate tracking system that can update your hiring process. - Stay on top of new technologies. These strategies will help you build a strong candidate pipeline that is more likely to attract top talent.

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More about Bernie…

Senior Directory, Consumer Media Group at Confluent Health - Growth marketing focus on brand awareness, interest and new patient acquisition to our 44+ partner brands and 530+ locations across the US. Accountable for driving yearly business results supported by our consumer strategy and direct-to-consumer roadmaps.

Chief Cheese - Strategy & Engagement at B2The7 - Helping brands Reach, Retain & Regain customers with Omni-Channel data-driven strategies and tactics that focus on increasing sales, transactions, comps and customer engagement.

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Helping job seekers & recruiters daily…Founder of Careerbarn.com - Bringing jobseekers and employers together since 2000 and why I do what I do each day to help.