Transcription
How to buildAn Awesome Talent PipelineAttract Candidates as You Sleep
Intro:Forty-two percent of small to midsized businesses (SMB) say recruitingskilled talent is their top priority, according to our Global RecruitingTrends 2016. Interestingly, just 17% say pipelining talent is top of mind.Sounds like there could be a bit of a disconnect.While it can feel like a chicken-and-the-egg predicament, spending time building your talent pipelinecould help you recruit skilled talent faster and withless effort when you’ve got a sudden job vacancy.Pipelining not only saves you and your team fromreinventing the wheel for every role, it reduces timeto hire and leads to better quality candidates.Step 1Step 2Step 3Step 4BonusIt makes sense to build apipeline, and here are the fourthings you need to do to fill it:1. Evaluate Your Employer Brand2. Shift Your Recruiting Mindset3. Engage Candidates4. Leverage Your Team2
STEP 1Evaluate Your Employer BrandYou’ll create a stronger talent pipeline if you let potential candidates know your companyis a great place to work. Three-quarters of job seekers consider a company’s employerbrand before applying, according to a survey from CareerArc.Step 1Step 2Step 3Step 4Bonus3
State your company’s mission, values and culture on your website.56% of Millennials rule out ever working for a particular organizationbecause of its values, according to the Deloitte Millennial Survey 2016.Evaluate your brand by measuring the numberof solicited and unsolicited applications youreceive and the success of your employee referralprogram. If your brand could use a boost, hereare three things to do today:Invest time in your company’s social media platforms. 46% of SMBssay engaging on social professional networks is their best source ofquality hires.Refresh your hiring profiles to reflect your brand and culture. 72% ofSMBs say their company website and LinkedIn page are the two mosteffective tools for improving their employer branding.Step 1Step 2Step 3Step 4Bonus4
A Company With An Awesome Employer BrandVisit the website of wholesale mortgage lender United Shore, andyou’ll be greeted by a jazzy video that shows employees working andhaving fun – in equal proportions.The site says, “We’re going to encourage you to refine your skills,advance your career and improve our business. Smile. Dance. Workwith passion. Wear crazy socks. Display your Star Wars action figures.But most of all be you. Be you here.”No wonder they were named to Fortune’s 100 Best Workplaces forMillennials.TakeawayYour employees are your best branding tools. Feature them in unscripted videos or testimonials so that your culture and values shinethrough.Step 1Step 2Step 3Step 4Bonus5
STEP 2Shift Your Recruiting MindsetCreating a talent pipeline is a long-term strategy. Instead of being in reactivemode, posting job ads to fill positions as they open, take a proactive “ABH” –always be hiring – mindset!Step 1Step 2Step 3Step 4Bonus6
Describe in writing the types of employee your company needs, bothin position and culture fit. Keep this list handy so you’re always on thelookout for people who might be a good fit.Create a page on your website or LinkedIn page that says you’realways looking for great talent, and give candidates an easy way toapply.Create static job posts for positions that frequently need to be filled.79% of LinkedIn members are interested in opportunities from companies they follow so give them something to explore.Follow every lead. If a colleague mentions that they have someonethey believe would be a good fit for your organization, immediatelyreach out and put the potential candidate’s name into your pipeline.Step 1Step 2Step 3Step 4Bonus7
A Company With An Awesome Career WebsiteWhile Google’s talent pipeline is most likely bursting to the limits, SMBscan learn a lot from its career website. The company has designedits information from the perspective of the employee, by asking thecandidate “What do you want to do?” They give wannabe employees apeek behind the curtain with insights on how they hire, and even offeradvice on the five biggest resume mistakes.TakeawayReword your job posts as well as the copy on your career site by imagining candidates asking, “What’s in it for me?”Step 1Step 2Step 3Step 4Bonus8
STEP 3Engage CandidatesThe best talent pipelines are more than a database; they’re lists of relevant people whohave the skills and attitude you desire. Keep them interested in your opportunities byproviding a place where you can engage and inform them before a spot opens up.Step 1Step 2Step 3Step 4Bonus9
Periodically connect with candidates by email to maintain their interestlevel. Respect their time by asking, “How often would you like to touchbase?”Invite candidates to like your LinkedIn Company Page, and post interesting and relevant news items and articles so your company stays topof mind.Allow candidates to opt into alerts for your job post.Pre-screen for high performers by finding out from mutual connectionsif they’re a culture or performance fit. Then let them know they’re topon your list.Step 1Step 2Step 3Step 4Bonus10
A Company With Awesome EngagementHome Depot has created a separate Facebook page for the public tolearn more about careers. The company communicates with applicantsas well as employees here, which gives potential candidates a glimpseinto the company’s culture. The page also includes videos, events,photos and more.TakeawayInstead of solely using social media networks as avenues to engage customers, create a separate careers page and invite fans to check it out.Step 1Step 2Step 3Step 4Bonus11
STEP 4Leverage Your TeamBuilding a great pipeline is a team effort, so create a company culture whererecruiting is everyone’s job. Invite hiring managers, employees and recruiters tojoin in by getting their input and ideas.Step 1Step 2Step 3Step 4Bonus12
Have an ongoing and active employee referral program. 33% of SMBssay referrals are their best source of quality hires.Embrace a culture of networking. Encourage your team to get out ofthe office to attend industry events, and collect business cards.Keep everyone on the same page by using one “source of truth” totrack of candidates contacted, responses, and interest levels.Set goals for individuals or departments, and make sure everyoneknows how many qualified candidates it will take to fill your pipeline.Step 1Step 2Step 3Step 4Bonus13
A Company With An Awesome Team ApproachGoDaddy boosted the amount of hires that came from its employeereferral program by turning it into a game. The company reducedreferral bonuses and invested instead in software that broadcastedemployer branding content and jobs to employees. GoDaddyencouraged everyone to spread the word on social media, offeringemployees a free T-shirt for frequent shares. As a result, employeereferrals went from 17% to 33%.TakeawayGet employees involved by putting the emphasis on fun. Make it easyto share your job posts, and think of other incentives – like free T-shirts –that will get employees excited about recruiting.Step 1Step 2Step 3Step 4Bonus14
Now It’s Time To Track Your ProgressWhat gets measured gets done, so it’s important to set targets foryour team and track your success. Here’s how you can gauge thehealth of your pipeline:Screen-to-hire ratio.Divide the total number of applicants you receive during a specifictime period by the number of hires you made for the same time period. The higher the number, the better your organization is at attractingpotential employees.Needs.Using your screen-to-hire ratio, create a plan for how many of each skillset you need to find; shortlist and submit this to your team each week.Channels.Measure the number of candidates you receive from Job Applications,Employee Referral Programs and Direct Sourcing, and determinewhich avenue produces the most hires over time.Hires.Success begets success, so be sure to recognize team members forevery hire that results from your pipeline.
Create a Talent Pipeline With LinkedIn RecruitersHaving a talent pipeline means having a warm candidate slate at your fingertipsfor your next-hard-to-hire role. LinkedIn Recruiters can make the pipeline processeasier with these helpful features:Search and tagUse tags to make candidates easily searchable for your team. Start with a broad LinkedIn Recruiter search of relevant companies, schools,and organizations. Create a pipeline folder for the broad addressable market (e.g., all computer science students @ University of Washington). Then use specific criteria and folders for individual roles (e.g., cloud computing AND Computer Science @ University of Washington).Accelerate pre-screening with Inside OpinionOn each profile in Recruiter you can now see who at your current company might know the candidate from prior positions.Reach out to your colleagues for a candid read on potential candidatesUse Smart-To-Do lists to keep the conversation goingUse this feature to tag reminders to specific candidates, projects, and team members so you remember to stay connected with candidates.Stay on track with the Project Overview featureSend weekly “Project Overview” screenshots to your team to monitor and communicate the health of your pipelining projects.Click here for more information, and contact us to find out how we can help you find, engage and hire top talent!
employer branding content and jobs to employees. GoDaddy encouraged everyone to spread the word on social media, offering employees a free T-shirt for frequent shares. As a result, employee referrals went
