![]() On the other hand, a Talent Pipeline keeps a constant flow of potential candidates filling your talent pool (or “community”) – even if they’re not actively job seeking. ![]() When the next vacancy appears, the whole process starts again. ![]() You then take a few of them back to the line managers who hopefully select one. You head over to LinkedIn and/or the plethora of online job boards and fill your folders with potential candidates that, on paper, meet the specific requirements of the role.Īt this stage, you may not even phone screen the candidates to pre-qualify them or gauge their interest. You get briefed on a vacancy by a hiring manager. “Spray and Pray’ Recruitment” looks like this: Use LinkedIn to find and stay connected with candidates for your talent pipeline. You can use LinkedIn’s paid and free features to help build your talent pipeline. Making a talent pipeline helps you keep a list of qualified candidates ready for whenever you need it. The explosion of social media platforms, particularly LinkedIn, has rapidly accelerated the ability for internal recruitment teams to build talent pipelines, making it easier than ever to simply turn on the tap when a job opening comes in and watch high-quality, validated candidates come flooding in. Post A Job For Free, Promote It For A FeeĬorporate recruiters without a talent pipeline are like groundskeepers irrigating a sporting field with a watering can.
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