Every organization has one role or function that is like a talent desert; it’s a stretch for recruiting to either keep enough candidates in the funnel to satisfy business needs or the role is so specialized that only a few individuals meet the requirements necessary for success. Building an effective enterprise talent pipeline in these cases can difficult because of the competing needs of volume and specificity.
At HSN, the recruiting leadership decided to build two talent pipelines, one focused on the volume positions and below director level, and the other to provide the right talent for their executive leadership. How did they accomplish this master feat without squandering or over-committing precious resources? What tools and procedures aided their company to create a great hiring plan?