A reported 47% of job seekers year after year are passive candidates. These job seekers while not actively applying for jobs are weighing their options and are likely searching for specific positions, requirements, and a short list of targeted companies. Do you know where your company stands on your preferred job seekers list?
As the war for talent becomes more competitive, it is imperative for organizations to develop long term recruitment strategies focused on relationship recruiting, employer branding, and building a network of interested candidates before a job opening becomes available.
This candidate pipeline strategy will allow the HR team to be seen as a partner in the organization’s strategic planning process and help quickly forecast and fill the company’s human capital needs at every organizational level.
By creating a candidate pipeline to develop, influence, and execute strategies for managing organizational change that balance the expectations and needs of the organization. This growth strategy allows recruiting and HR to align their employer branding messages with the company’s overall mission and marketing goals. Together, these departments can unite their business efforts helping tying HR and recruiting’s business goals to the overall success of the entire organization
A talent pipeline can be developed to help strategically recruit and establish connection with qualified candidates in the long term and even before the begin looking for work. This session will focus on how to leverage this across the business approach while discussing on key performance indicators and how to utilize other organizational business metrics.
