Having a “ready to go” pipeline of qualified and interested candidates for a new req that gets put on your desk is a great feeling to have. However, building and keeping those pipelines up to date is no easy task.
In today’s round-table we’ll talk about how to build out your pipelines and ways to keep them up to date.
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
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We asked our attendees, “If you currently use pipelining as part of your recruiting strategy, what is one tip you have for others to achieve this?”
Here are their answers:
Chat Messages from the Session…
10:09:28 >> From Marie deGroh : Talent Network
10:10:07 >> From Amanda Mendez : Here is a blog post I wrote for recruiting marketing tips and how to get started: https://engineering.tapad.com/recruiting-marketing-employer-branding-tips-9f77707f66ed
10:10:13 >> From Daniella McDonald : At my prior company we used iCIMS and when candidates applied they could sign up to get emails about other positions that open of interest. Or if there were no jobs open they could just get into the talent pool and get notifications of new jobs that open.
10:10:52 >> From Erin Doucet to All panelists : my experience has been the same as Daniella
10:11:31 >> From Lynda Whittemore to All panelists : Hi Daniella. We use ICIMS talent community as well. They can get job alerts, and we also do email campaigns. We also go in and identify candidates to nurture more closely.
10:13:34 >> From Erin Doucet to All panelists : I have
10:14:03 >> From Marie deGroh : We used Smashfly for our pipeline CRM
10:14:58 >> From Catherine Hansen : @Ciara, that’s amazing re hiring manager Recruiter seats! Do they use these?
10:15:16 >> From Lucy Dettl : Indeed just rolled out a Project feature as well.
10:15:53 >> From Chiara Hughes to All panelists : Yes! Our hiring managers use LinkedIn Recruiter a lot!
10:16:05 >> From David Marr to All panelists : Indeed acquired Zapinfo and it allows you to work with their Zapboard and be able to create projects/ lists that allow you to group your candidates and upload them into your ATS
10:16:55 >> From David Marr to All panelists : At the tech companies I’ve worked for, Recruiting would send messages on behalf of the Hiring Manager
10:17:35 >> From David Marr to All panelists : If you are just using LI, you are missing out on a large % of Tech talent as they don’t utilize Linkedin
10:18:54 >> From Catherine Hansen : @Ciara, great way to manage your hiring managers and get them involved. Curious if the hiring teams are mandated by leadership to be so involved in hiring?
10:23:01 >> From Lloyd Fassett to All panelists : What kinds of numbers are we talking about? How many open reqs? How many fills per month? How many candidates in your pipeline that you market to?
10:26:38 >> From Chiara Hughes to All panelists : @lloyd fassett, was that question directed at me?
10:26:40 >> From David Marr : Indeed acquired Zapinfo and it allows you to work with their Zapboard and be able to create projects/ lists that allow you to group your candidates and upload them into your ATS At the tech companies I’ve worked for, Recruiting would send messages on behalf of the Hiring Manager If you are just using LI, you are missing out on a large % of Tech talent as they don’t utilize Linkedin
10:27:34 >> From Tracey Anderson to All panelists : Me either Michelle..
10:28:27 >> From Tracey Anderson to All panelists : Does any use NextDoor?
10:28:38 >> From Chiara Hughes to Catherine Hansen and all panelists : @catherine Hansen, yes – leadership mandates that all hiring managers are involved in recruiting for their teams.
10:28:55 >> From Erica Cuthbertson : Any tips for connecting with niche talent that isn’t on LinkedIn?
10:29:15 >> From Erica Cuthbertson : Also, what tools do you use outside of your ATS to track talent for follow-up
10:29:48 >> From Tamara Garlett : I would love to have the template also, please!
10:29:54 >> From Tamara Garlett : AMAZING! [email protected]
10:29:55 >> From Monique Carroll to All panelists : @Ciara can you post on the deck?
10:30:07 >> From Chiara Hughes : @lloyd fassett, was that question directed at me?
10:30:10 >> From Erin Doucet to All panelists : please send template to me too!
10:30:12 >> From Tamara Garlett : Great discussion panel!
10:30:14 >> From Melissia Bruehl : Chiara, I would love to receive that too! ([email protected])
10:30:21 >> From Erin Doucet to All panelists : I think we all would love those training wheels
10:30:22 >> From Natalya McCool to All panelists : I would love the template too! Is that possible?
10:31:02 >> From Sonji Johnson : Please share template! Awesome information. [email protected]
10:31:04 >> From Sammyra Scribner to All panelists : same goes for me! [email protected]
10:31:07 >> From Sammyra Scribner to All panelists : Thank you!
10:31:16 >> From Erin Doucet to All panelists : [email protected] for the template please
10:31:17 >> From Monique Carroll to All panelists : @Chiara [email protected]
10:31:18 >> From Catherine Hansen : @Chiara, me too! ([email protected])
10:31:24 >> From Barbara Fasth : Chiara I would also love that template – [email protected] Thanks in advance, Barb
10:31:28 >> From Dang Hua to All panelists : Hey Chiara, I would love to receive the [email protected]
10:31:40 >> From Catherine Hansen : Template requests blowing up! Awesome Chiara.
10:31:42 >> From Lloyd Fassett : @ciara I thought of it for you, but it works for anyone on the panel.
10:31:53 >> From Chiara Hughes : You guys are so cool to be so interested! I can’t keep up with the template requests! Just shoot me an email at [email protected].
10:35:47 >> From Lynda Whittemore to All panelists : @RoomandBoard, we identify markets/roles, actual post a “future” job openings (not a greenfield job posting, just transparent it’s an open role), go through our standard selection process, extend an offer (formal letter and pre-employment) and stay in touch every 3 weeks until the role opens. We’ll hire them up to 6 months before the anticipated role officially opens. We filled 25% of our roles last year using that strategy. [email protected]
10:38:11 >> From Chiara Hughes : We have tons of job openings. Mostly hundreds for our inspection centers and, right now, for our Customer Care positions. Each recruiter has KPI’s at 10 hires per week.
10:39:08 >> From Erin Doucet to All panelists : a tickler file
10:41:09 >> From Erin Doucet to All panelists : This is amazing info. Another great webinar, Sean. I have to run but hope to get to the recording as soon as you release it.
10:41:38 >> From Chiara Hughes : @lynda whittemore, what is your falloff percentage before the candidate actually starts work? How do you keep the candidates warm? For what type of roles?
10:43:29 >> From Catherine Hansen : @Glenn, what tool/s do you use to manage/store these Hotlist candidates? I used to keep a spreadsheet of these but getting hard to manage
10:44:45 >> From David Marr : @glenn Instant Datascraper chrome extension will do that
10:44:59 >> From Amanda Mendez : I forgot to mention I add reminders AND tag the people I talk to with unique tags. For example, for engineering, I will add “2020 SWE Level 3”. The key is to be very specific. I use Greenhouse.
10:45:43 >> From David Marr : @Erica Follow-up messaging technology that works great to look at are as follows: GEM, Loxo, and Interstellar (my personal favorite)
10:46:46 >> From David Marr : Tags are also very important to track all sorts of short hand. I’d recommend making a list of all the tags you use and track based upon your industry, niche etc
10:47:48 >> From Lynda Whittemore to All panelists : @Chiara – very little fall out. We have a “communication plan” that is built out with a touch point every 3 weeks by the hiring manager or recruiter. We pipeline for our core hiring roles – Design Associates in our showrooms and Delivery Associates, Warehouse Associates. Not technology roles or highly specialized roles (at least not at this point).
10:48:00 >> From Lloyd Fassett : @Sean, thanks for the answer to say more Quality…makes sense, but then how to measure quality?
10:49:14 >> From Marie deGroh : Are your teams only pipelining candidates you have spoken to? If not, how do you truly know the quality.
10:49:41 >> From Tracey Anderson to All panelists : Preach Chiara
10:49:54 >> From Chiara Hughes : Haha! Thanks!
10:50:10 >> From Marie deGroh : @chiara – exactly. Not everyone in your pipeline gets a high-touch
10:50:53 >> From David Marr : @Glenn. I agree 100%. You need to have your active short list of A players that you go to and keep a relationship with. I’ve placed some people 6+ times at this point. Great strategy
10:51:26 >> From Catherine Hansen : Quality – so true that this is dependent on well-developed “recruiter gut” and how well you are calibrated with your company’s hiring requirements!
10:52:36 >> From David Marr : Average tenure for Tech employees now is 18 Months
10:53:06 >> From David Marr : Your word is your bond. Plant your seeds today for your harvest tomorrow 😉
10:53:11 >> From Catherine Hansen : @David – is that for engineers specifically?
10:53:15 >> From David Marr : You have to earn your seat at the table
10:53:28 >> From David Marr : This is for IT Talent
10:53:38 >> From David Marr : Not just engineers (SWE)
10:53:49 >> From Chiara Hughes : @david marr, WORD.
10:54:21 >> From Sonji Johnson : At WarnerMedia, we track prospects in our Talent Network. After screen/conversation, we move our “top” prospects to our Talent Community. We build/nurture relationship with prospects in our Talent Community.
10:55:44 >> From Marie deGroh : I think if you follow them it shows up in notifications
10:56:04 >> From David Marr : Tools like Seekout and Hiretual keep track of this
10:56:14 >> From Marie deGroh : Thank you all!!
10:57:55 >> From Chiara Hughes : This is my SOAP BOX!!
10:57:57 >> From Fernando Terrero : Job Changer Notifier: simply sends an email notification when a contact changes their job. I believe it was discontinued but worth a look. https://mashable.com/2011/07/12/linkedin-job-notifier-app/
10:58:02 >> From Tracey Anderson to All panelists : Great discussion. Thank you
10:58:04 >> From Lucy Dettl : Thank you all! Very informative!
10:58:05 >> From Michelle Randall-Berry : THANK YOU ALL!!!
10:58:06 >> From Sonji Johnson : Awesome session! Thank you all!
10:58:10 >> From Sammyra Scribner to All panelists : TY!
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
