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

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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BlogObjectivity Debriefing

Improving the Objectivity of Your Interview Debrief

August 19, 2013 | Tim Gardner | HCI

The interview process for professional jobs may never be perfected. It is dependent on the organization, the role, the hiring manager, the recruiter, and the candidate. The process is regulated to control illegal bias and new ideas on how to assess seem to crop up daily.
And people still make hiring mistakes.
There are a lot of reasons why. And these vary by employer. Many managers feel that in a one hour discussion they can learn everything they need to know that wasn’t on the resume. They believe they have a keen intuition and can read people well enough to make the call based on that meeting.
They can, undoubtedly, form an opinion. And many times, it will be correct, or at least sufficiently correct. But every once in a while, the process fails, and a hire that once had everyone smiling and giving a big “thumbs up” turns out to be someone they regret hiring.

BlogBalancing Risk

Balancing Risk and Agility in HR

August 13, 2013 | J. Keith Dunbar | HCI

If you haven’t read any global Chief Executive Officer (CEO) studies, then I encourage you to do so…quickly.  As you take a gander, you will quickly see that there is a lot of agreement between what these studies are saying even if each study is trying to be unique in the terminology they use.  So the most recent Duke Corporate Education 2013 CEO study came to my attention in last couple of weeks.  In it the researchers sought to understand that within the unpredictable business environment that has become the “new normal,” what are the challenges that CEOs face in dealing with this environment.  

BlogCRM and Talent Acquisition

What Can CRM Do for Talent Acquisition? Part 1 of 2

July 30, 2013 | Shahbaz Alibaig, Recruitment Technology Manager, GE | HCI

If you are in sales, it is likely that you have been using some sort of CRM for almost two decades. In the Talent Acquisition market, this concept is fairly new. Candidate Relationship Management is not a “shiny thing,” but it can make recruitment more efficient and effective - if used wisely.
Before embarking on a CRM initiative, it is wise to identify job segments for which you want to use CRM. Ideal use of CRM is to pipeline for hard to fill, niche jobs, or jobs which, based on your workforce planning, will be created in the future. Some organizations prefer to use CRM for all job segments to manage passive candidates.

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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.

Learn More