Not Hiring? Here’s How to Nurture Your Talent Pipeline in the Interim 

Person in a white sleeve shirt working on a computer with a spreadsheet visible on the monitor, in a cluttered office environment with papers and office supplies scattered around.

Many companies fall into the trap of waiting until a critical position opens before they start looking for a candidate. This reactive approach often leads to rushed hiring decisions, which can have serious consequences. New hires who haven’t been carefully vetted may not be a good fit for the company culture or lack the necessary skills. This can lead to low productivity, high turnover, and, ultimately, lost revenue.

There’s a smarter way to approach hiring—it involves proactively building a talent pipeline. A talent pipeline is a pool of qualified candidates who are interested in working for your company, even if there aren’t any immediate openings. By nurturing this pipeline, you can ensure a steady stream of ideal candidates ready to contribute to your company’s success from day one.

How to Nurture Your Talent Pipeline

It isn’t just about having a large pool of potential candidates; it’s about building real connections and keeping those interested. Here are some ways to make that happen:

1. Clearly Define Your Needs

The foundation of a successful talent pipeline starts with knowing exactly who you need. This means figuring out the hard and soft skills as well as desired experience that are a good fit for each job in your company. Look at your current job descriptions and make sure they clearly list what’s needed.

Think about your existing employees, too. Are there any skills they might be missing in the future? What kind of new roles might your company need to fill soon? Once you have a good idea, create a picture of your ideal candidate. What kind of person are they? What are their work habits and values?

By doing this upfront work, you’ll be well-positioned to attract and identify ideal candidates who perfectly complement your company’s goals and culture.

2. Build a Compelling Employer Brand

Your employer branding is the image of your company that you project to the world. This includes your company culture, the way you treat employees and the chances for growth. Show this off on social media and your career website. Share pictures and stories of happy employees and their work. Feature people who’ve done well at your company.

This way, you’ll attract people who are a good fit for your business, and they’ll be excited to join your team.

3. Engage in Proactive Sourcing

Gone are the days of waiting for qualified candidates to apply. Today’s job market is super competitive, so you need to be proactive to find the best people. There are websites like job boards, professional networking sites, and even platforms specific to your industry. These sites let you search for people with the exact skills you need for the job.

Don’t underestimate the power of face-to-face meetings. Attending industry conferences and trade shows is a great way to connect with potential hires directly. You can chat with them, learn about their experiences, and see if they’d be a good fit for your team.

Sometimes, the best way to find good candidates is to team up with experts. This includes recruiting agencies that specialize in your industry. They have connections with a wide range of qualified candidates and can help you find the perfect match for your needs.

Finally, don’t forget about your own team. They know your company culture and the skills needed to succeed. Encourage your employees to refer qualified people they know.

4. Keep the Conversation Going

Even if you don’t have immediate openings, stay connected with your talent pool. Keep them engaged by sharing regular updates on company news, achievements, or expert webinars. Connect with them casually on social media, respond to comments, and spark conversation with interesting content.

Offer opportunities to connect in person at events like open houses and industry talks. Most importantly, personalize your outreach based on their online profiles or past interactions to show genuine interest.

5. Invest in Learning and Development

Your talent pipeline shouldn’t solely focus on external candidates. Your existing workforce is a valuable resource, too. By investing in their learning and development, you grow a strong team of people already familiar with your company. This reduces reliance on external hiring and even improves retention rates.

A survey by LinkedIn found that 73 percent of employees are more likely to stay at a company that invests in their learning and development.¹ The good news is, this doesn’t have to break the bank. Just figure out what skills your employees might need in the future and where there are gaps in their knowledge right now. Then, offer training programs that teach them those skills and help them advance their careers within the organization.

Mentorship programs are another great way to develop your talent pool. In these programs, experienced employees act like mentors for newer employees, guiding them and helping them grow in their careers. To make sure this works well, you need to carefully match people based on their skills and interests, set clear goals and meeting times, and give the mentors some training on how to best guide their mentees.

6. Embrace Diversity and Inclusion

In today’s job market, just offering a good salary and benefits isn’t enough to attract the best people. These days, candidates are looking for companies where they feel like they belong and where everyone is treated fairly, regardless of their differences. In fact, a recent survey by WebMD showed that over 70 percent of job seekers want to work for a company that takes Diversity, Equity & Inclusion seriously.²

But focusing on DE&I isn’t just good for attracting talent – it’s beneficial for everyone! Companies that promote DE&I get a wider pool of talented people to choose from, with all sorts of skills and experiences. This leads to more creative solutions and better problem-solving, which makes the company stronger.

7. Continuously Measure and Improve Your Effort

Keeping your talent pipeline healthy requires monitoring. You need to track important metrics like where you find candidates, how many campaign emails are opened, how often your website is visited, and how many hires come from your talent pool. Regularly check this data to see if anything needs improvement. Maybe your ways of finding people aren’t working, your messages aren’t getting through, or the content you share isn’t engaging enough.

Improve your plan based on what you find. Develop better ways to search for talent, change how you talk to them based on what works, and adjust the content you share to capture their attention.

Bottom Line

Keeping good employees around is cheaper than finding new ones all the time. It saves money on ads, training, and having to teach new people everything from the beginning when someone leaves. Building a talent pipeline helps to fill in the gaps when internal employees are not available for job openings. With a pipeline, you have a pool of people already interested in your company, so you can fill open spots faster and keep your business running smoothly.

GALT HAS DONE THE WORK SO THAT YOU DON’T NEED TO!

Rushed hiring will make you miss out on quality hires, and building a robust talent pipeline takes time. Galt has done the groundwork to cultivate and pre-qualify a pool of highly skilled professionals. You only need to leverage our expertise.

By partnering with us, you gain immediate access to a pool of skilled candidates who are ready to join your team as soon as you need them. Don’t wait until an urgent hiring needs to reach out. Contact us today, and let’s talk about building your future-proof workforce together.

References

  1. “LinkedIn’s 2018 Workplace Learning Report.” LinkedIn Learning, 2018, www.linkedin.com/posts/linkedinlearning_94-of-employees-say-that-they-would-stay-activity-6372632932300963840-k9hI?utm_source=share&utm_medium=member_android.
  2. Muldoon, Christine “Diversity, Equity, Inclusion & Belonging: The Disconnect Between Employers’ Efforts and the Employee Experience” WebMD Health Services, 21 Feb 2023, www.webmdhealthservices.com/blog/diversity-equity-inclusion-belonging-the-disconnect-between-employers-efforts-and-the-employee-experience/.

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Contact Us

Let’s start a conversation! Are you a person with disabilities searching for a job or an organization with temporary or long-term employment needs? We look forward to helping you realize your potential.