When you’re under the pressure of high-volume recruiting, you can feel like you’re continuously on the backfoot. But, if you can free up some time to develop talent pipelines based on criteria and skills that reflect your anticipated hiring plans – not just open positions – you’ll find it much easier to get ahead with sourcing.
When it comes to creating a talent pipeline, start simple! For example, build one per area of interest (this should reflect your departments or business functions e.g. tech talent pipeline). You can then add more specific criteria over time, such as seniority, target companies or diversity-related indicators.
Once you’ve segmented your audience and identified your pipelines, you can create target-specific talent communities and landing pages and send relevant content to leads. Make sure that all content is mobile-optimized. Eighty percent of searches start on job seekers’ phones.
After joining a talent community, people expect to hear from you on a regular basis. You can maintain a steady flow of communication and deliver a great candidate experience without burdening recruiters by building a workflow that takes advantage of automation. Think about sending emails with company updates, learning materials based on the interests they indicated when signing up at your community or perhaps a happy birthday message that helps keep your organization front of mind – even for passive candidates.