How to Build a Recruitment Pipeline in 2023

Recruitment is an essential part of modern business. With an ever-increasing demand for new talent, it's more important than ever to ensure your company has a solid pipeline of potential employees.

Building a recruitment pipeline is crucial in building a successful talent acquisition strategy. It will help you identify and attract new hires and retain employees by providing them with opportunities to grow within your organization. This post will cover what a recruitment pipeline is and how to build a recruitment pipeline in 2023 and beyond.

What is a recruitment pipeline?

A recruitment pipeline is a way to visualize the hiring process over time. Each pipeline corresponds to a job. Candidates participate in the recruitment process from one end, stepping up the pipeline until a qualified candidate is hired.

How to build a recruitment pipeline

Be data and metrics-driven

Your recruitment pipeline is a living, breathing entity that needs constant monitoring and optimization. And the best way you can do this is by using data-driven strategies. Data has become an increasingly important part of any business's decision-making process—and it's no different when it comes to hiring employees. By tracking recruitment metrics like how long an applicant takes on average from submitting their resume through interviewing stage (or vice versa), you'll be able to identify candidates who will most likely fit into your company culture or job role.

Besides time to hire, tracking metrics like hiring sources, diversity, cost of hire, and quality of hire will help improve your chances of making better hires in the future and gives you an edge over competitors who aren't as data-driven as yours are!

Use internal recruitment

Internal recruitment is one of the best ways to build a robust pipeline for your company. If you have employees using their skills and experience to help others in their company, they’re likely to refer candidates who are a good fit and can contribute value. This is especially true if you offer an attractive benefits package or other incentives for referring candidates.

Create a referral program for employees

Referral programs are a great way to encourage internal employees to refer candidates for open jobs. They can also be used to fill hard-to-fill positions and are easy to implement.

To create a referral program:

• Create a rewards program that pays employees for referring candidates who apply for your job openings. Reward points are earned by referring candidates who submit applications, so you'll want to ensure they're worth something—and also easy on the eye! You could give out gift cards or other meaningful incentives, which will be appreciated by both parties involved in the process.

• Your employees can also earn points based on how many people they refer who eventually join your team (e.g., $50 per referral). They also receive bonus credits when you accept an offer from one of those referrals! This motivates them to refer qualified candidates because it gives something back to them, too— it is one of the best incentive-based practices that boost your recruitment.

Leverage social media to build a pipeline of talent

Social media is a fantastic way to reach out and connect with candidates. It's also a great place to understand what they're looking for, who they're interested in working with, and how you can help them achieve their career goals. One way you can use social media as part of your recruitment pipeline is by using it as an active resource for finding passive candidates. Passive candidates are people who are not actively looking for new jobs but might be interested if a good opportunity comes in.

These are usually talented and highly skilled people who might not be easy to recruit. You should identify such candidates on Facebook, Twitter, or even LinkedIn and take appropriate action, like reaching out via email.

Use AI to streamline the hiring process

AI can help you streamline hiring by automating some cumbersome or time-consuming tasks. For example, an AI tool could conduct background checks on candidates and send out emails to prospective candidates with job listings.

It also provides data that you can use as a basis for making better decisions when it comes down to selecting a candidate for a position or even determining whether or not someone is qualified for a role.

Use chatbots to help candidates qualify faster

Chatbots are the perfect tool for recruiting. Using a chatbot to help candidates qualify faster will streamline your recruitment process and save time and money.

- Scheduling interviews: Chatbots can be used to schedule interviews with hiring managers. They also allow you to identify potential candidates automatically based on their responses or background checks. This saves you from manually creating a list of qualified candidates who fit the hiring manager's needs before scheduling an interview with them.

- Background checks: Once someone has applied for a job through an automated system, the bots ensure that any information related to criminal records or past employers is updated in real-time so that nothing gets missed during subsequent steps in our workflow process.

- Meetings with hiring managers: Bots not only schedule meetings but also provide feedback on whether each candidate seems like a good fit based on his/her application content; if there are any issues during this stage, then bots notify hiring managers immediately, so they don't waste any more time than necessary interviewing people who aren't right for their teams!

Leverage video conferencing to connect with talent

Video conferencing is a great way to connect with candidates and interview them remotely. You can use video conferencing to interview candidates in real-time, just like you would in person, or you can also use it as an alternative when conducting interviews or meetings when unavailable on-site at your office.

You can learn through online resources if you need more technical knowledge about setting up a video conference room for remote interviews. Alternatively, several companies offer this service for free or at very reasonable rates—and they'll often do all the work online!

Build a resource group

Resource groups can help build the recruitment pipeline by creating a series of referrals and recruitment for specific groups of candidates through your website or social media groups. Managers can organize these programs in a resource group according to their specific needs and preferences. This helps them to target the right people with the right messages at the right time. For example, suppose you are looking for a new developer. In that case, you can organize recruitment drives where the group members can give you a lead or reference for candidates who could be a good fit for your company for some rewards.

This way, you can have easy leads, which is also ideal for better getting into the recruitment market and finding out whether or not someone is interested in being recruited by your company.

Hire freelancers and contractors for hard-to-fill positions

You can add strategies for hiring freelancers and contractors to fill short-term gaps in your pipeline. Freelancers are often cheaper than hiring full-time employees and can be an excellent way to test out candidates before employing them permanently. You can use freelance talent as an alternative if you have a hard-to-fill position critical to your business's success. For example, if your company needs someone with experience in customer service software and you don’t have employees with sufficient experience in such software.

In such cases, hiring freelancers will allow you to test out potential candidates without investing in training sessions or other employee benefits such as health insurance coverage or paid time off (PTO).

Building a recruitment pipeline is a key component of long-term talent acquisition success.

Building a recruitment pipeline is a key component of long-term talent acquisition success. It’s a process that starts with an open position and ends with a new hire, but it can also be used to find the right candidates for your company at any point in between.

The recruitment pipeline is made up of four steps:

• Searching for candidates through LinkedIn or other job boards (this step should begin before you post any jobs)
• Screening applicants based on their skill set and fit with your company culture (this step happens after posting the job opening)
• Interviewing potential hires until you find one who fits perfectly into your organization (this step happens after submitting offers to candidates)
• Hiring someone who fits into both their skillset AND personality

How Turing can help

These recruitment pipelines do not guarantee a good hire or candidate. This traditional recruitment process is generally too slow, with shallow vetting, and provides a limited talent pool.

But Turing has got you covered here. When hiring from Turing, your company does not need to go through a long process of building a recruitment pipeline.

Turing has revolutionized hiring through an AI-powered platform that delivers the most rigorously vetted developers to clients at the push of a button. You manage these developers via an automated platform that takes care of productivity, security, and compliance. Our vetting process evaluates developers using 20,000+ machine learning data signals and helps companies find their perfect match fast in just 4 days.

Conclusion

The candidate's experience should be at the heart of your recruitment strategy. It can help drive your business forward faster than any other recruitment activity. By considering candidate experience as a critical aspect of your recruitment process, you can build a recruitment pipeline that pays dividends far into the future.

If you follow the advice above and implement these strategies, your company will get on its way to building a successful and competitive recruiting pipeline.