Recruitment Pipelines

A Guide to Creating and Maintaining Recruitment Pipelines

Connor Keppel

A well-developed process enabling you to source top talent from a steady, engaged supply of candidates is indispensable. And it’s particularly helpful when unforeseen events require fast yet effective hiring. You remember how things played out during COVID, right?

In this article, we’ll explore what a recruitment pipeline is, the benefits it offers, and what makes it so effective when streamlining your hiring process. We’ll also provide step-by-step instructions on how to create and maintain a strong recruitment pipeline.

Take note!

What Is a Recruitment Pipeline?

Also referred to as a “talent pipeline”, a recruitment pipeline is an action-oriented, systematic approach to organising the hiring process. In other words, it’s a more targeted counterpart of its cousin, the talent pool.

This is a more targeted approach since it aims to source and engage candidates who are familiar with your employer brand, aligned with your hiring needs, and embrace your company values. What’s more, it allows you to foster relationships with high-quality hires rather than relying on a larger list of unvetted (and potentially unaware) candidates.

The process of a recruiting pipeline involves moving candidates through multiple stages, such as application, screening, interviewing, and onboarding. You can add candidates to the pipeline upon application and guide them through each stage as they progress.

As a result, you can easily track candidate progress, manage tasks, and ensure seamless recruiting.

Benefits of Recruitment Pipelines

“Having top talent queued up and ensuring your company is top-of-mind for candidates will make for a much smoother hiring process,” shares Chris Murdock, Co-Founder and Chief Sourcing Officer at IQTalent Partners.

With that in mind, here are more key benefits recruitment pipelines can provide for you and your clients:

  1. A streamlined hiring process: Having a recruitment pipeline helps you reduce metrics like time-to-hire and time-to-fill by saving precious time in actively sourcing candidates. This leads to a faster and incredibly smooth hiring process.
  2. Access to qualified candidates: Building a recruitment pipeline upfront allows you to get to know candidates beyond their resumes. By focusing on a targeted community of potential hires, you’ll have more time to understand those candidates and what it’ll take to get the “yes.”
  3. Improved candidate experience: A well-managed pipeline ensures that candidates move through the hiring process without any bumps, receiving timely communication along the way. This positive candidate experience enhances your employer brand and increases the likelihood of attracting more talent.
  4. Better hiring decisions: Assessing candidates at different stages enables informed decisions based on skills, experience, and fit, resulting in improved hires and lowering the risks of costly mistakes.
  5. Increased retention: Finally, well-crafted pipelines mean well-nurtured relationships. If you do the work, the relationships you nurture will create a strong link between candidates and their respective roles, leading to higher employee satisfaction and increased retention rates.

How to Create and Maintain a Strong Recruitment Pipeline

Building and maintaining a strong recruitment pipeline requires careful planning and execution. Here are the steps to follow:

  1. Identify hiring goals: Start by identifying your organisation’s hiring goals. Understand the current and future staffing needs of your company, including potential growth, department restructuring, or new positions. This will help you align your recruitment pipeline with your organisation’s goals.
  2. Source candidates: Actively source candidates through various channels, such as job boards, social media platforms, and professional networks like LinkedIn. You can use automated resume reformatting tools like Allsorter to optimise candidate profiles quickly and make the process smoother.
  3. Engage potential candidates: Once you’ve identified potential candidates, establish meaningful connections by reaching out and engaging with them. Learn about their career experiences and goals to determine if they would fit the organisation well. Use personalised communication to build trust and draw their interest.
  4. Leverage employee referrals: Encourage your employees to refer qualified candidates through a well-designed employee referral program. They can tap into their own networks to identify potential hires, helping you secure top talent from the best sources.
  5. Track and assess candidates: Implement a system to track candidate progress and evaluate their suitability for specific roles.
  6. Nurture candidate relationships: Continuously engage with candidates in your recruitment pipeline, even if there are no immediate job openings. By maintaining regular communication, you can keep candidates informed about potential opportunities while ensuring they feel valued.
    1. “I keep an open line of communication with my candidates, and we keep in contact with one another by checking in every so often,” Lindsay Ashbaugh, Recruiting Account Executive at CGC Group, Talent Acquisition, Human Resources, shares on LinkedIn.
  7. Stay Updated on Hiring Needs: Always align your hiring strategies with your business goals! Regularly review and update your recruitment pipeline based on your organisation’s evolving demands. Stay informed about upcoming positions, changes in job requirements, and market trends. This is the only way to ensure your pipeline remains relevant and effective for future needs.

Build and Nurture Your Hiring Pipeline with Allsorter

Creating a pipeline gets a huge chunk of the job done. However, we can’t discuss running an effective pipeline without mentioning Allsorter.

As an automated resume reformatting tool, Allsorter gives you the upper hand in managing your recruitment pipeline. It allows you to optimise candidate profiles, automate screening processes, and enhance data security with one user-friendly tool.

Here are just a few benefits of using Allsorter:

Speed at Scale: With Allsorter, you’ll be able to process a large volume of resumes in record time. By automating the resume reformatting process, recruiters can save 5 hours per recruiter per week.

Data Optimisation: Allsorter ensures consistent formatting and eliminates human errors in candidate profiles, resulting in improved data accuracy and reliability. The absence of potential mistakes improves the overall efficiency of your recruitment pipeline.

Enhanced Data Security: As recruiters, we handle plenty of sensitive data. Allsorter ensures the protection of personal candidate information thanks to its robust security measures and compliance with privacy regulations.

Once you implement the steps we’ve outlined and add Allsorter to your recruitment stack, you’ll experience the benefits of faster, more effective hiring decisions. Because your job gets easier with the right tips and tools under your belt.