What is a “talent pool” or “talent pipeline”? This is a proactive recruitment method based on establishing relationships with potential employees in order to build a talent base.


How To Create a Talent Pool?


With talent pipelining, recruiters have to change their work methods. Usually, job research and application sending are made by candidates; whereas with this method, it becomes the company’s work to prospect and to make the first steps.


Recruiters must follow the news and the industry growth by networking and building employer brand on the market. This is a very important part because this way, talents can be attracted by companies whose culture fit their expectations: friendly, competitive, collaborative, etc. Of course, the use of professional social networks is a prerequisite for a successful recruitment. Indeed, headhunters like to use social media, where they can select profiles depending on their technical skills, personalities and careers.

LinkedIn Recruiter has become a must-have for recruiters who want to create a talent pool.

By being an active member of a professional sector, companies gain visibility and strengthen their reputation. A “talent pipeline” vision also implies thinking of a new long-term strategy, where HR becomes involved in the global business strategy. This way, the links between the different departments are tightening, which brings more coherence and cohesion into the company.


The Benefits of Talent Pipelining


The classic method of recruitment meets the following model: emergence of human resources needs, research of suitable candidates for the job, interviews, selection, integration of the candidate. Depending on how this process goes, it is possible that the position remains vacant for a while. This situation can be damaging for the company, but it does not only depend on recruiters.


By acting upstream, recruiters using talent pipeline can prevent such situation and are able to find a new candidate fastly and easily, avoiding the company to wait for too long.


These are not the only benefits: thanks to a long-term relationship with potential candidates, HR managers get to know them better and develop a trusting relationship with them. Their traditional recruiter-candidate relationship turns into a partnership.


Meanwhile, the company becomes a dynamic, forward-looking employer. Beyond the real benefits of this practice, such a process can be crucial in highly competitive sectors such as information technology. Some HR companies even make talent pipeline their business model.


Have you ever used this recruitment tool? Share your experience and feedback with us in the comment section!


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