Recruiting Pipeline

Develop a channel management strategy that builds your database of top talent

Whether you’re looking to hire talent with in-demand skills, women, new college grads, scientists, veterans, or international hires, you need a channel management strategy that enables you to build a database of qualified, interested, and available talent. The most effective strategy includes a mix of active and passive sourcing methods, and the cultivation of a pipeline through identification of priority roles, use of market segmentation strategies, and a database that houses future prospectives.

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Learn More about Recruiting Pipeline with our Top Resources

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Connect with Passive Candidates

September 17, 2013 | Nicole Guiet

While internal and external job postings can provide a pipeline of candidates for your position, there is no guarantee of the quality in who will apply for your openings.  Assuming one already has a well crafted and properly branded job posting, firms will need an effective strategy to source, connect and engage passive candidates.  

BlogCandidate Start

Activate the Passive Candidate

September 17, 2013 | Daniel Fogel | HCI

The talent acquisition field hears a lot about passive talent now. A quick Google search on “passive candidates” returns more than 1,790,000 hits. There is no shortage of experts and firms offering advice on how to best search for, engage and hire these elusive candidates.  
 
What is the best way to move forward? Jessica Miller-Merrell offered some great advice in a recent post. She broke down the task into three distinct sources: references, employee referrals and the firm’s current database. Using the references of candidates applying for open positions is an often talked about source of qualified candidates that may not be actively seeking new positions...   

BlogCandidate Truth

The Truth about Candidate Experience…

September 9, 2013 | Kara Yarnot | HCI

For the past few years, the buzz in talent acquisition has been on improving the candidate experience.  “We need to eliminate the application black hole,” they say.  “Every candidate should get an explanation of why they didn’t receive an interview or offer,” the experts write.  In this year’s CareerXroads Mystery Job Seeker Report, Gerry Crispin and Mark Mehler conclude:
 
“The pace of changing online recruiting practices has, to say the least, been glacial at most companies. This paper highlights many of the same shortcomings that have plagued them for years. Yet what is particularly difficult to understand is why this continues to be the case when the fixes are straight-forward.”

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Focus on Process to Reduce Your Recruiting Costs

September 4, 2013 | Oracle

In good times, trimming operational costs is an ongoing goal. In tough times, it’s a necessity. In both 

good times and bad, however, recruiting occurs. Growth increases headcount in good times, and 

opportunistic or ...

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Building Critical-Talent Pipelines

September 4, 2013 | Oracle

Top talent is today’s competitive differentiator that makes the difference between an 

organization that is thriving and one that is stagnant or declining. However, the impact of the 

roles performed by that talent is ...

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BlogPassive Myth

The Myth of Passive Candidates

September 3, 2013 | Daniel Fogel | HCI

In June of 2013, LinkedIn announced that they have more than 225 million members in over 200 countries.  It is hard to find a professional now who does not have a LinkedIn account and roughly 40% of LinkedIn users log on at least once a day.  LinkedIn exists as a social network to connect the workforce, share content, endorse coworkers and find jobs.
 
Many active job seekers use social networks like LinkedIn to find jobs on a personal level, and one can see many talent acquisition professionals using these same networks and tools, to source “passive” candidates on a professional level.   A passive candidate is a qualified individual who may not be actively seeking new employment opportunities but would be interested for the right job.  It stands to reason though, that if one asked any coworker if they would be willing to do the same job for more money, better benefits or improved work/life balance, the answer would be yes.  The reality is almost everyone is open to the idea of a new job; they are just open to or engaged to that idea at various degrees.  

BlogCRM and Talent Acquisition

Can Candidate Relationship Management Be Effective in Talent Acquisition Like It Has Been in Sales? Part 2 of 2

August 27, 2013 | Shahbaz Alibaig, Recruitment Technology Manager, GE | HCI

In my previous blog, I discussed that before embarking on a Candidate Relationship Management (CRM) initiative, it is best to segment your jobs; identify rules of engagement (i.e. who, when and how CRM will be used) and finally develop metrics for success. In this blog, I shall share examples of how CRM may be used in talent acquisition.
Employee referrals: Study after study has proven that the most cost effective method of sourcing is employee referral. CRM may be used to capture and engage employee and executive referrals. 

ArticleArticle

How to Attract Millennial Employees

August 27, 2013 | Lindsey Pollak | Lindsey Pollak

According to an often-cited report from theBusiness and Women Professional’s Foundation, Generation Y will make up almost 75% of the world’s workforce by 2025.  With just a little over a decade to go, the smart employer is taking ...

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Strategic Talent Acquisition (STA) Certification

Build a customer-centric talent acquisition strategy.

Align your efforts with the needs of the business.

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