The Power of Talent Pipelines – Part 2

Kevin Grossman
Aug 11, 2015

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In “The Power of Talent Pipelines – Part 1,” I discussed how today’s hiring economy is highly complex, confusing and competitive, and the fact that PeopleFluent Recruiting Software can help you build talent pipelines to source ahead of your requisitions. The advantages include:

  • Pooling candidates around job types, skills and competencies saves time when filling roles
  • Improving the candidate experience and employer brand
  • Enhancing talent mobility and leveraging your current workforce
  • Helping to create a more diverse workforce

However, since so many companies are still reactive in their sourcing and recruiting efforts, we recommend going further and applying our 5-Step PeopleFluent Pipeline Transformation Model:

Step 1: Make your career site mobile-optimized and include video.  Move to responsive design and mobile-friendly career sites so that they’re readable on any device. This will ensure the candidate experience is consistent from mobile to desktop without having to have a separate mobile career site and will help reduce drop-off rates and increase qualified applicant conversation rates. Also, include video in your career site and candidate portal. Do this to differentiate your organization’s workplace culture, overall brand, and especially your job postings. Video job postings are much more memorable than text descriptions, and video overall will help you accelerate your screening process and ultimately improve your recruitment spend return.

Step 2: Shorten your online application. Because if it takes 45 minutes to complete, then it’s 40 minutes too long. Attract applicants based on skills and experience needed, not just the literal requisition (especially for non-technical repetitive hiring), and collect just enough information to screen and create qualified talent pools for your recruiters and hiring managers. This allows you to create proactive people pipelines based on skills need and not the job itself, which can maximize your recruitment dollar.

Step 3: Increase sourcing and screening speed. Once applicants complete their initial online profile, you can send them screening questions, ask for more information, documentation, and more. With the PeopleFluent Recruiting Mirror™, you can also launch video questionnaires anywhere in your recruiting workflow for those qualified applicants. Video screening is an incredibly powerful way for job seekers to “show” themselves to your organization. Recorded video questionnaires aren’t a replacement for the traditional interview. Video questionnaires are powerful tools for earlier stages of the talent acquisition screening process, giving talented job seekers the platform they need to share their ideas and demonstrate how they’ll be a great part of your team. These screening activities can help increase the number of qualified candidates to move along your pipeline.

Step 4: Automate external succession slating. Since your company most likely already does succession slating internally, use your ATS to implement your own external slating by automatically adding those initial qualified applicants to your job workflows for further data collection and screening. Then disposition those not qualified into other talent pools, especially if they have any relevant qualifications for future roles. Tag them accordingly in your applicant database and give your recruiting team the ability to create saved searches that will automatically show matching candidates. Then keep in touch with all your candidates about your jobs, your company, your industry and more. This is what sourcing ahead of need is all about and will help you focus on speed and quality.

Step 5: Social Onboarding. The onboarding experience is just as important as any part of the new hire process. This is why having onboarding software in place for new employees to complete their paperwork well before they arrive at work is a critical next step. Automating this process paves the way to welcome them properly to the company, the teams they’ll be part of, and the people who are part of company “community” helping them become productive fast. Video is again another key ingredient here, giving new hires immediate immersion into what their roles will be all about, what their first few days and weeks will look like, what their particular learning and development “career pathing” will look like, and much more.

The 5-Step PeopleFluent Pipeline Transformation Model combined with our Recruiting solution gives you the recruiting power that increases the speed and quality of their sourcing and screening process, extending the value of your recruitment-marketing dollar, and giving your company an unfair advantage.

(Also read our latest white paper, titled “Talent Pipeline Transformation That Gives You An Unfair Advantage”)

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