The hardest part of the recruiting process? It’s making the final decision. Usually, it means rejecting several likable, engaging, extremely qualified individuals. It’s a shame to let all those great candidates move on to the competition.
There is an alternative. By adding those rejected candidates to your talent pipeline, you set yourself up for the future. As the need arises, you can use their skills to improve your company. Meanwhile, your future recruitment efforts get easier. You can look forward to a streamlined process and a shorter time-to-fill for the position.
Achieving this goal takes some tact and nuance. After all, you’re still initially rejecting the candidates in question. But, there are steps you can take to ease these applicants into your talent pipeline. Here’s how:
Make the Recruitment Process Pleasant
Think about how important first impressions are for the candidates who come in for an interview. Well, when you’re building a talent pipeline, that process also moves in the opposite direction. You need to make a strong impression on your candidates so that they are willing to consider a future association with you.
Build this connection by making your recruiting process as pleasant as possible. Communicate promptly at all stages of the process and show respect for your candidates’ time and effort. That way, you are set up to continue a relationship with them in the future.
Let Them Down Easy
Getting rejected is hard. That universal fact adds a significant challenge to the task of building a talent pipeline.
Consider the scenario: You tell a promising candidate that you’ve decided to go in a different direction with the current position. Then, you ask them if they want to remain in your talent pipeline. Pride and hard feelings might come into play.
You need to prevent any resentment from sinking in. Make the rejection as painless as possible. Stress their strong points and emphasize that you would like to build a long-term relationship.
Stay In Touch
Communication represents the central aspect of maintaining a strong talent pipeline. You need to stay in touch with your candidates. Periodically reach out to them to see how their careers are progressing and what they are doing in their professional lives.
This info will let you know their availability and keep you updated on their skills. Meanwhile, the communication itself will allow you to strengthen your relationship with them. When the time comes, it will be easy to contact them with help on a particular project, or to hire them for an appropriate role down the road.
Create Part-Time/Contract Work
You’ve found a candidate who fits all your criteria. However, you don’t have a full-time position available for them at the moment. By passing on them now, you risk losing them to another employer.
Often, there’s a middle ground you can reach. Just because you don’t have a staff position available, that doesn’t mean you can’t still create a business partnership. Seek out part-time or contract work for your top candidates.
This structure creates significant value. First, you get to know your candidates better. For the next round of hiring, you have significantly more information to use. Second, you create a financial bond. You are forming a connection with the company that goes beyond the occasional email or text.
Finally, you get operational benefits. Having a contract staff available to support your full-time employees gives you flexibility and a safety valve for intense situations, like a sudden spike in demand.
Building a strong talent pipeline can take your team-building efforts to the next level. Partnering with a top-flight staffing agency, like PrideStaff, can represent an important component of that strategy.
Contact PrideStaff today to find out how they can complement your talent pipeline.