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
|Name & LinkedIn Profile||Group||Title||Company|
|Amanda Mendez||Senior Technical Recruiter||Tapad|
|Chiara Hughes||TA Leaders||Head of Technical Recruiting||Carvana|
|Glenn Murani||TA Leaders||Director of Talent Acquisition||Vitalief Inc.|
|Michelle Randall-Berry||TA Leaders||Head of Global Talent Acquisition||Teradyne|
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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:
- Always ask for a referral if they decline my inmail
- Always be recruiting
- Always keep candidates warm - always check in with them, even if you don't have an update.
- Be strategic in organizing your pipelines.
- Being honest with candidates
- Building network on social media
- Consistency- always set aside time to work on recruiting a pipeline
- Consistent communication with the passive candidates in your pipeline
- Consistently network and respond to inmails in LinkedIn
- Continuous sourcing
- Create a file of candidates that declined a job offer or onsite interview, if they were stellar candidates to keep them warm
- Create general pipeline folders, don't make them too specific
- Definitely use referrals that come in. And reach out every few months.
- Despite hiring environment, keep the pipeline active
- Develop a communication plan
- Don’t forget to search your ATS instead of always starting from scratch.
- efforts that are measured are done ...
- Email or text them periodically with relevant information pertaining to their career, not your company.
- Follow-up with your pipeline candidates at least 3-4 times annually
- Former interns
- Have a consistent practice around where to save your pipeline candidates and how frequently you reach out to them.
- I am not currently doing this. Looking forward to learning more.
- I do not manage my pipeline as good as I'd like.
- I don't right now
- I need to learn more about this
- Invest the time and it will pay off in the long run
- it is critical to build a pipeline of talent for high impact positions that there will be churn
- it takes daily active conscious work to maintain -- it doesn't just happen
- It's all about relationships
- Keep a spreadsheet going for pipelining roles, actively update
- keep adding to projects
- Keep candidates warm - keep in touch
- Keep in touch with relevant outreach
- Keep it current.
- Keep them warm, stay in contact with them.
- Looking for some tips myself...
- make folders of evergreen positions
- Make sure you're pipelining proactively (6+ months). It isn't a reactive thing and I've seen a lot of people make that mistake.
- Marketing campaigns every 60-90 days
- Mirror and populate your email folders and LI projects with skill/title categories and refer to them first on a new search.
- Personalizing message and sharing my why
- Pipeline when you have any downtime
- Pipelines for me don't last beyond the current position I'm working on, though I do source from former applicants on ATS systems
- Pipelining is about building relationships for networking and future opportunities.
- plan ahead...
- Reach out to qualified candidates now even if you don't have an opening. Start a relationship and leave the door open for future
- Regualr proactive unsolicited communication with your pipeline
- Serve quality content
- Set calendar reminders for when you're going to check back in with your top prospects.
- Set yourself reminders to continue to reach out/keep in touch with candidates
- Stay organized!
- strong f/u system, consistently adding new potential candidates finding new sources, and qualifying candidates to that pipeline
- Think ahead in case what you are looking for changes.
- Track the date and add quick note about candidate conversion , helps be more personable during follow ups calls
- understand what's coming so you know who to target
- Understanding the signals that indicate when the timing is right
- Use a collaboration tool to keep candidate contact efforts up to date.
- Utilize a CRM
- Validate the pipeline against business forecast and overall projections. This should be a monthly exercise.
- We really don't have a pipeline strategy
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! Tamara.Garlett@nike.com
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@example.com)
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. Sonji.firstname.lastname@example.org
10:31:04 >> From Sammyra Scribner to All panelists : same goes for me! email@example.com
10:31:07 >> From Sammyra Scribner to All panelists : Thank you!
10:31:16 >> From Erin Doucet to All panelists : firstname.lastname@example.org for the template please
10:31:17 >> From Monique Carroll to All panelists : @Chiara -email@example.com
10:31:18 >> From Catherine Hansen : @Chiara, me too! (firstname.lastname@example.org)
10:31:24 >> From Barbara Fasth : Chiara I would also love that template – Barbara.email@example.com Thanks in advance, Barb
10:31:28 >> From Dang Hua to All panelists : Hey Chiara, I would love to receive the firstname.lastname@example.org
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@example.com.
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. firstname.lastname@example.org
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|
|Lance Hunsicker||Lead Executive Recruiter||Parsons Corporation|
|Allyson Leszman||Lead Experienced Hire Recruiter||Open to Opportunity|
|Kerri Vincent||Senior Recruitment Consultant||Paylocity|
|Tracey Anderson||Executive Recruiter||Veolia North America|
|Natalya McCool||Senior Recruiter||Berkeley Lab|
|Erica Lee||Field Exempt Recruiter||US Foods|
|Eric Stewart||Recruiter||H10 Capital|
|Kraig Baker||Sr. Talent Acquisition Manager||Echo Global Logistics|
|Denise Estep||Senior Recruiter||Automation Anywhere|
|Katherine Amato||Senior Corporate Recruiter||Guitar Center|
|Lindsay Maanavi||Manager, Talent Acquisition||West Monroe Partners|
|Tracey Gilbert-Dimof||Talent Acquisition Manager||Urban Plates|
|Dang Hua||Senior Manager Talent Acquisition||Opus Bank|
|Dan Baker||Recruiting Manager||Healthstat|
|Lloyd Fassett||Founder & Grand PooBah||Azteria|
|Belinda Thompson||Corporate Recruiter||GreenSky|
|Barbara Fasth||Sr. Talent Acquisition Partner||Menasha|
|Richard Shoff||Senior Recruiter||Bill & Melinda Gates Foundation|
|Fernando Terrero||Senior Recruiter|
|Erin Doucet||Executive Talent Acquisition Lead, Strategy & Incubation, Finance, Marketing and Corporate Affairs||XPO Logistics, Inc.|
|Preslie Deusenbery||Human Resources Consultant||Hazelden Betty Ford Foundation|
|Radhika Aggarwal||Senior Technical Recruiter||Macy's|
|Marie deGroh||Sr. Talent Acquisition Partner||Bluewolf|
|Catherine Hansen||Talent Acquisition Manager, Global Talent Acquisition||Hippo Insurance|
|Melayne Smith||Talent Acquisition Specialist||Washington State Employees Credit Union|
|Anne Patrick||Talent Acquisition Specialist||State Farm Insurance|
|Danette Dickerman||Talent Advisor||Fisher Investments|
|Jaclyn Tagliani||Lead Recruiter- Support Center (Corporate)||National Veterinary Associates|
|Sandra Maldonado||HR Business Partner and Recruiter||Esri|
|Sonji Johnson||Senior Sourcer - Talent Acquisition||WarnerMedia|
|Erica Cuthbertson||Talent Acquisition Supervisor||Agiliti|
|Katrina Acosta||Recruiting Atlanta||Talent Acquisition Manager||Hisense USA|
|Deb Ryan||Recruiting Boston||Senior Recruiter||USI Insurance Services|
|Andy Pittaluga||Recruiting Boston||Technical Recruiter||Bose|
|Lexi Dossey||Recruiting Chicago||Talent Acquisition Partner||Start Early|
|Joseph Holland||Recruiting Dallas||Recruiting Manager||Garver|
|Crystal Mitchell||Recruiting DCBmore||Sr. Recruiter||Legal Interpreting Services, Inc DBA: LIS Solutions|
|Joe Sorrow||Recruiting Denver||Head of US Talent||FullContact|
|Jenna Kalish||Recruiting NYC||Sr. Recruiter, Talent Acquisition||WebMD|
|Marita Arevalo||Recruiting Seattle||Senior Healthcare Recruiter-Diversity Channels||Aegis Living|
|Daniella McDonald||TA Leaders||Manager, Talent Acquisition||WorkCare, Inc.|
|Tim Mayer||TA Leaders||Director of Talent Acquisition||Kraus-Anderson Construction Company|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Diane Karija||TA Leaders||Director, Talent Acquisition | Pharmaceutical Executive Recruiter||Fresenius Kabi USA|
|Lynda Whittemore||TA Leaders||Director of Talent Acquisition||Room and Board|
|Melissia Bruehl||TA Leaders||Senior Director, Talent Acquisition||IZEA|
|Jared Schulcz||TA Leaders||Director of Recruiting||The National Academies of Sciences, Engineering, and Medicine|
|Liza Bryant||TA Leaders||Director, Talent Acquisition||Moffitt Cancer Center|
|Nancee Martin||TA Leaders||Managing Director, Corporate Recruiting||AvAirPros|
|Shawanna Bailey||TA Leaders||Talent Acquisition Partner||Spine Media|
|Manisha Bavabhai||TA Leaders||Senior Talent Partner||MURAL|
|Will Mhrir||TA Leaders||Director Talent Acquisition||Topcon Positioning Systems|
|Clancy Bucy||TA Leaders||Director Talent Acquisition||CGI|
|Tamara Garlett||TA Leaders||Principal Recruiter||DocuSign|
|David Baker||TA Leaders||Sr. Director of Growth & Development/Brokerage Services||One Homecare Solutions|
|Jessica Burgess||TA Leaders||Director, Talent Acquisition-North America||WE Communications|
|Dan Shortall||TA Leaders||Sr. Director of Strategic Staffing||Global Conductor|
|James Perduto||TA Leaders||Head of Americas Talent Acquisition||BNP Paribas|
|Paige Skilling||TA Leaders||Vice President, Human Resources||Natixis Investment Managers|