Your recruitment pipeline is the pool of potential candidates you can access when you need to recruit for an open job in your company. It is nurturing and building a professional relationship with candidates who would be interested in suitable opportunities when they come up. They are usually passive talent who might under normal circumstances never apply for a job and that means possible top talent that you might otherwise miss. 

The talent pipeline or candidate pipeline is one of the most important recruiting strategies since it means critical jobs can be filled quickly. Building a strong recruitment pipeline requires your HR team to proactively follow a specific process. Here is how to build a recruiting pipeline for your organization.

1. Don’t ignore your existing resources

Every time a new position is created or an employee leaves, HR scrambles to fill the position by posting the job to job boards. They ignore a very rich talent pool that they already have access to. These applicants would have expressed interest in your company at one time or the other. What if these candidates might have not suited the position you were hiring for but are exactly the right fit for this new position? 

Most HR teams do not have a recruiting system that can keep a tab on candidates in their database. A Talent CRM can not only let you search your database but their AI solutions can also track and update candidate profiles from different sources.

2. Nurture sources to build your recruiting pipeline

“Birds of a feather flock together” and that is very true. You need to find the best sources for quality candidates. For example, if you are a technology company and need entry-level engineers then consider the software colleges your best new engineers have studied in. Like most recruiting strategies, this will need you to build a close rapport, in this case with the college’s placement cell to funnel their best students into your recruitment pipeline. 

You might already have a referral program but you will need to take it further. Become a part of your colleagues LinkedIn groups to identify candidates with the same talent. Go beyond LinkedIn and join forums whether for technology or other fields. The options to create this network of potential candidates is endless. Building such a talent pipeline is a switchover from reactive hiring to proactive hiring.

3.Create a positive experience

Nurturing a professional relationship towards a future opportunity requires your HR team to understand the long-term benefits. They must understand the organization’s long term business plans and research who the possible key players could be. This means a strong industry knowledge as they start to build a relationship with talent. 

Tech candidates especially in niche positions are in high demand and respond well to personalized messaging that can create trust. Once a specific position has opened up and you have reached out to them make sure you contact them on a regular basis to keep them aware of the recruitment phase they are at. Many HR teams ghost candidates if they are not a good fit, reaching out to them later will have you up against a barrier of negativity.

4. Engage Candidates

It is not easy to source candidates for positions that are not yet open. It is important to be upfront with them and let them know that you might be hiring soon. Let them know that your company looks out for talented professionals and get their buy-in to maintain a communication. The communication mode must be left to the candidate to decide on be it email, phone or messaging. Show genuine interest in their current role and encourage them to ask about your company as well. Inviting them to events your company has will be a good way to get them invested.

5. Build a Recruiting Pipelines to Reduce Attrition

Attrition among new employees is usually because of a poor culture fit or jobs not meeting expectations. This is because both the hiring managers and the candidates have had to make a snap judgement about each other. By getting to know candidates in advance you can understand their personality and know whether they can fit into your work culture. 

Candidates too are mutually benefited. Knowing that a recruiter has them on their radar builds a comfort zone since most top performers rarely have time to look out for the best opportunities. Because candidates in the talent pipeline have had time to get to know the company, they will more easily see the advantages of joining.

It is also important to work with your marketing team to improve employer branding. To know more about how to build a recruiting pipeline using Talent CRM, contact us at