- Why SwoopTalent
- Our Users
Your talent pipeline is a highly important part of efficient and effective recruiting and hiring. A talent pipeline is simply a pool of potential candidates who are experienced, qualified, and (hopefully) ready to fill a position in your company, as soon as it becomes available.
Having a strong talent pipeline ensures you spend less time and money on finding new hires. It also shortens time-to-fill, a key recruiting metric. This is useful, as open positions are costly.
Automation is a great way to help build effective Talent Pipelines. If you use automation to build and maintain your talent pipeline, your process will be even simpler.
There are lots of ways to automate the building of a talent pipeline. Some may worry that this is a complex process, but we assure you that once you know where to start, it’ll come easily. To help get you into it, here are some ways you can start right now.
An easy way to automate your talent pipeline is to automate engagement with candidates. This ensures that your HR team is not spending hours talking to candidates, but at the same time creates an established relationship with potential hires.
Even if you don’t do it directly like with chatbots, for example, you can connect a range of different communication tools that can be triggered by events across your recruiting systems. Complicated automations really aren’t that hard to build!
By programming your systems to send your recruiters alerts for certain things, your talent pipeline will be much easier to manage and grow.
For example, your recruiters should receive alerts for when a candidate willingly gives new information about themselves, when they look at your content after not checking it for a while, when they have not had contact with you in a set period of time, or when they have moved jobs.
Having these alerts automated means that your recruiters will always be up to date with candidates, and will know when to put in more effort with candidates and nurture leads. In the end, this saves time. You might even go one step further and trigger some automated actions, so the recruiter can focus on other things!
Similarly, your recruiters should be notified when candidates followed a specific path or engaged in a specific set of behaviors, for example, if they looked at the profile of a hiring manager and then a job listing. This will show them which candidates to contact.
For candidates who have already identified themselves, allow access to content on your sites. And, for unidentified site visitors, request certain information so that they can gain access to helpful content on your site. This is an automatic way to organically grow your talent pipeline.
When visitors spend time engaging on your site, you can gain insights into what they are interested in, for example, if somebody were to engage in resources about specific jobs, you’ll know what type of candidate they are. Consequently, you’ll know how to approach them thereafter.
Here, it is important to note that pushing the right content is important. In a similar breath, using the correct tools is imperative too. For instance, pop-ups and exit messages can turn visitors into additional names in your talent pipeline.
It is pointless building your talent pipeline with candidates who are not a perfect match for your requirements. Software can help you screen resumes that enter into your talent pipeline, to determine whether they should be held on to or not - just be sure you be careful to use highly intelligent software for that, and pay attention to bias risks.
By automating targeted job ads - a programmatic recruitment technique - you simultaneously save on time and effort and source the exact type of candidates you want in your talent pipeline from a wider pool of potential candidates.
So, you may be wondering what tech stack is necessary to achieve an automatically growing talent pipeline. Here are a few useful tools:
Automated talent pipelines help companies in a variety of ways. Some argue that the benefits do not outweigh the time, potential cost, and effort it takes to set up automatically building pipelines. We beg to differ.
One of the benefits is that it boosts your recruitment team’s productivity enormously. With less busywork, they get on with the important work. In addition, your cost-per-hire and time-to-fill will decrease, and these are both lucrative benefits for your business.
Since candidates will be screened automatically, the final screening of the candidates who make it along the pipeline can use more time to deliver higher quality.
Don’t forget that an automated process is also usually much more seamless in terms of candidate experience. Candidates are more likely to apply when they have a good experience, and a good candidate experience is good for the organization’s reputation. These are long term aids in recruiting.
As you can see, automating your talent pipeline doesn’t need to be a tedious task. With the correct HR tech stack and the right ideas about where to start, you should be ready to go. In addition, the benefits of putting in a little bit of extra time and effort to create an automated pipeline will be great for your recruitment team and company as a whole.