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In today's fast-paced business world, having a strong pipeline of talent is more important than ever. It's not just about filling open positions quickly; it's about creating long-term professional relationships with potential candidates for future opportunities. 

Here’s why building a pipeline of talent is so essential:

Identify the Right Talent Early

If you wait until you need to fill a position to start looking for candidates, you’re already too late. By creating a pipeline of talent, you can identify the right talent early on.  This proactive approach ensures that you have a pool of highly qualified candidates ready when a similar role needs to be filled in the future.

Reduce Your Time to Fill

Establishing an ongoing dialogue with prospects gives you the option to accelerate the discussion when the time is right. This reduces your time to fill open positions, making your hiring process more efficient and effective.

Minimize Business Disruption

A strong pipeline of talent minimizes business disruptions caused by vacancies, especially unexpected ones. This makes you a better partner to the business, ensuring that operations continue smoothly even when key positions need to be filled quickly.

Prevent the Loss of Strong Candidates

When the time to hire arrives, having a pipeline means you’re already top of mind for your chosen candidates. This reduces the risk of losing strong talent to competitors, as you can move quickly to make offers and secure the best candidates.

Strengthen Your Employment Brand

Continually engaging with prospects helps strengthen your company's employment brand. It increases awareness that you’re hiring and positions your company as a desirable place to work. This ongoing engagement can make a significant difference in attracting top talent.

Leverage Past Projects

By leveraging the work from past projects, you can fill current roles more efficiently. This approach not only saves time but also ensures that you are consistently bringing in high-quality candidates who have already been vetted. Create a project specifically to start finding candidates before you need them. You can have a candidate in more than one project at a time. Have your System Administrator build you stages within your Pipeline to keep you and your team organized. That way you can check your pipeline for candidates in the stage you use for tracking and future roles.

Questions For You

What are some of the Pipeline Stages you and your team have created? Do you have favorites? How does your team use them? Share your answers and thoughts in the comments below!

I have created pipelines for jobs we have hired for with some regularity in the past. For jobs with high expectation of needing to hire for in next few months, I engage with prospects and have 15 minute conversations that i document on candidates profile in LI Recruiter...sometimes I’ll request candidate provide resume, but usually not...I capture their phone number and email address...For jobs not expecting to have to fill in next few months, I screen relevant profiles and simply save well qualified profiles in pipeline projects by type of job.

​@Will B - Thanks for sharing your best practice here. Do you have any bespoke Pipeline Stages that you use to keep track? - Say of various attributes or the role you are thinking of for them?

It’s a great best practice to put the contact info onto their profile card. And I bet you do this already, but other folks may not know, you can also put other notes into the Notes (Recruiting Tools > Notes) section of the candidate profile. They can be private to you or you can share them with members of your project or anyone in your organization.

​@Nicole Rodney-LinkedIn I am the only LI Recruiter user in my company. I do categorize candidates after reviewing their profiles and after talking with them (if for those I do talk with). Some are archived, others are sent to “active” pipeline into uncontacted section, until they get contacted of course...does this answer your questions?

I regularly use Notes section on candidate profiles - typically I have prescreen questions there and I note their responses...do “rating’ after talking with them in Notes section...

 

​@Will B That does answer the question. Thank you! 😊 It sounds like you have a great system that works well for you. I am a strong proponent for ‘if it ain’t broke, don’t fix it.’ But let me offer an idea that might be helpful to you.

As the primary (and sole) license holder at your company, you should be able to use the Admin functions if you want to build out stages in your pipeline. That way you could have categories that might be helpful. It could give you more flexibility rather than archiving or keeping in uncontacted. Stages could be anything that helpful for you…. Just a thought!

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