There’s more to keeping your pipeline full than periodically updating your careers page or performing standard recruitment tasks. Here are three ways to fill your talent pipelines.
Build Out Your Employer Brand
Your employer brand, which includes your culture and employee experience, is what makes you unique. No one can offer what your organization does, but the challenge oftentimes is getting the word out. Work with your communications or marketing teams to develop content that exemplifies who you are as an employer. Be intentional about building a brand that showcases and attracts a diverse workforce.
Lean into your culture and values to design a meaningful employer brand. Many people want a personal connection with the work they do. If they feel like their values match yours and that they can live them every day, they’ll be more likely to show interest. The same goes for your mission and purpose: If your mission resonates with people, they’ll be more interested in working for your organization.
Be mindful of critical experiences that communicate your employer brand, such as the candidate experience. If job candidates feel they’re not getting a fair shot during the recruitment process, they’re likely to associate that negative experience with your overall employer brand. This not only affects your ability to hire them, but also your prospects with anyone else they talk with.
Nurture Qualified Candidates
Just getting people into your pipeline isn’t enough: You also need to keep them interested and engaged so they’re likely to apply to future openings.
Based on your employer brand, develop a stream of dynamic content. Invite qualified people to join an email list, for example. A monthly newsletter can deliver sneak peaks at your company culture. Tell powerful stories in those emails, your website, and other channels. Photos and videos from group activities, or stories in employees’ own words, are just a few of the ways to share your story.
You can also distribute role- or industry-specific advice to potential candidates in your pipeline, along with updates about job opportunities.
Any content you create for external pipeline candidates can help managers open conversations with qualified internal candidates, too. Often, employees aren’t aware of the opportunities for growth and development within the business, and lateral moves can be especially challenging for managers to address. Content you develop for your talent pipeline can provide direction for curious employees to explore their job options within the organization.
Stay Connected With Top Talent
Finding the right people is a long game. You have to be patient and persistent to win them over. Passive candidates are often employed elsewhere, and they might not be ready to leave on your initial timeline. Focus on building long-term relationships with potential hires. Create and sustain trust over time through frequent engaging interactions.
A lot of this relationship-building falls to recruiters. Encourage them to check in with high-potential candidates regularly, asking them how they are doing and what they want in a career. Online events like open office hours or webinars can help candidates learn more about your organization and the specific roles they’re interested in.