9 ongoing activities employers can use to build a strong talent pipeline

9 ongoing activities employers can use to build a strong talent pipeline

By on Apr 9, 2023 in Best Practices, Blog, HR Consulting, Human Resources consulting, Talent Acquisition |

As the job market becomes increasingly competitive, it’s more important than ever for employers to have a strong pipeline of qualified talent. This means not only filling current job openings, but also planning ahead for future growth and expansion. To achieve this, employers must be proactive in their recruitment strategies and develop ongoing activities to attract and retain top talent. 

Here are some ongoing activities that employers can do to always have a full pipeline of qualified talent:

  1. Build and maintain a strong employer brand: Develop a reputation as an employer of choice in your industry. This can involve showcasing your company culture, employee benefits, and career growth opportunities through your website, social media, and other marketing channels.
  2. Cultivate relationships with educational institutions: Establish partnerships with colleges and universities to recruit talented students and recent graduates. Consider hosting campus events and offering internships, co-ops, and apprenticeships.
  3. Leverage employee referrals: Encourage your current employees to refer qualified candidates for open positions. Offer incentives for successful referrals.
  4. Utilize online job boards and career fairs: Post your job openings on reputable job boards and attend career fairs to connect with potential candidates.
  5. Develop a talent network: Keep in touch with candidates who are not currently a fit for your open positions but could be in the future. Use email campaigns and social media to stay top-of-mind with these candidates.
  6. Use recruitment software: Implement an applicant tracking system (ATS) and other recruitment software to streamline your recruitment process, manage candidate data, and analyze your hiring metrics.
  7. Embrace diversity and inclusion: Create a welcoming and inclusive workplace culture to attract a diverse pool of talent. Consider partnering with community organizations and participating in diversity-focused recruiting events.
  8. Conduct ongoing training and development: Offer training and development opportunities to your current employees to help them grow and advance within your organization. This can help reduce turnover and create opportunities for internal promotions.
  9. Monitor industry trends: Stay up-to-date with industry trends and changes in the labor market to adjust your recruiting strategies as needed.

Bonus tip: Recruiting for passive candidates can provide significant value to employers looking to build a strong talent pipeline. Passive candidates are individuals who are currently employed and not actively seeking new job opportunities, but who may be open to exploring new opportunities if they are presented with the right opportunity. By recruiting for passive candidates, employers can tap into a pool of talent that may not be visible through traditional job postings or recruitment methods. These candidates often have valuable skills and experience that can benefit a company, and may be more likely to be a good fit for a role and remain committed to a new employer. Additionally, by establishing relationships with passive candidates, employers can build a talent network that can be leveraged in the future as the company continues to grow and expand.

By implementing these strategies, employers can stay ahead of the competition and ensure they have a qualified pool of candidates ready to fill open positions.

Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.