¿Cómo se puede crear una cartera de talentos que priorice la calidad y la velocidad?

In my perspective, the below points but not limited to play a pivotal role in building a talent pipeline; 1. Define clear hiring criteria 2. Leverage technology for efficiency 3. Proactively source candidates 4. Maintain talent pools 5. Streamline screening processes 6. Ensure continuous candidate engagement 7. Foster collaboration 8. Invest in employer branding 9. Continually refine recruitment / continuous improvement strategies based on data analysis for optimal performance.

As a former Business Development professional turned Recruiter, I have learned that the two roles are very similar to build a pipeline. Start by identifying what you would consider to be your “five star recruit” as they say in sports. Identify as many of those candidates in the area as possible to understand what the talent pool looks like. Using tools like LinkedIn Recruiter Lite or other lead generating tools. Once you have identified who your targets are (5 and 4 star recruits) then you have a spreadsheet or your ATS to track them and your outbound “touches”. Recruiting usually takes 2-3 touches on targets to turn them into prospects (sales 5-6). So be organized & keep planting seeds to grow. Analyze response rates to pivot.

In my experience streamline your recruitment process by leveraging technology for sourcing and screening candidates efficiently. Focus on engaging with candidates through clear communication and a positive candidate experience. Additionally, actively nurture relationships with potential candidates, even when there are no immediate openings, to maintain a pool of high-quality talent ready for when positions become available.

Building a strong pipeline takes time and effort. Some of these key strategies to consider quality and speed in the recruitment process. It is vital to know your candidates their exact skills, experience, and cultural fit. Diversify your sourcing using niche platforms, social media, employee referrals. To assess the quality use of online tests and skills helps to identify good candidates. Keep job descriptions concise, highlight key responsibilities. Using phone/video calls to gauge basics and cultural fit. Keeping connected with personalized communication and by sharing valuable information along with employer branding and employee referrals to accelerate the entire process.

I feel this is what we do best as a company, and I don’t think it is very complicated, try to meet and know people on both ends of the connection. If you know your clients well and you know your candidates well it is much easier to facilitate strong relationships. At the end of the day it is important to help people through one of life’s most challenging and scary things. Let them know they are both worthy and stay calm and grounded without being emotional. All of the salary, ideal candidate, cultural fit blah blah will be evident if people can stay calm and rational on both sides, hiring manager and candidate. Good recruiters should just be a lubricant to help smooth out the rough edges

Utilizing multiple sourcing channels is paramount for building a talent pipeline that balances quality with speed. This approach involves tapping into a diverse array of recruitment platforms, including job boards, social media, professional networking sites, and industry-specific forums. It also encompasses engaging with passive candidates who may not be actively looking but are open to new opportunities. By broadening the sourcing strategy, recruiters can access a wider, more diverse candidate pool, increasing the chances of finding high-quality candidates quickly.

Considering the need , sources can evaluated. a. If pipeline is planned to be utilised in 2/3 months then ATS database and Job portals are effective b. If pipeline is planned to be consumed after 3/6 months ( typically for senior hires/leadership) then LinkedIn is a good platform. There is no such rule of identifying right sources, it all depends upon Utilization timelines.

Yes, using multiple channels is one of the most effective ways in maintaining a strong pipeline. Every candidate has their preferred job search engine. You don’t want to miss out on great candidates. Expand your job search engines.

Tapping multiple avenues would be a great strategy too: - unconventional and non - traditional avenues - learn about new avenues - Introduce or revisit the referral process program - be agile in your approach - rely on alumni pipeline/ boomerang employees

Effective recruiter utilizes every channel whether it is social media, job boards, the organisation’s website and referrals etc. This maximises potential candidates contributing reduction of time to hire. For example : People investing money in different platforms and getting high return are more successful than people investing in one platform. Similarly if you will rely on single strategy , you will end up loosing talent. I hope this helps !

Screening and assessing candidates swiftly and astutely is pivotal for optimizing the recruitment process. Drawing from insights gleaned from previous interviews and feedback from hiring managers refines our approach, aiding in crafting pertinent questions. This initial screening stage acts as a crucial filter, ensuring that only top-quality candidates proceed to the next level. By aligning with hiring managers' expectations and delivering quality candidates promptly, we bolster effectiveness and client satisfaction, ultimately enhancing the overall recruitment experience.

Screening and assessing candidates both quickly and effectively is crucial for building a talent pipeline that doesn't compromise on quality or speed. This requires a streamlined process that integrates technology and human insight. Utilize Applicant Tracking Systems (ATS) and AI-driven screening tools to filter resumes based on essential criteria, ensuring only the most suitable candidates move forward. Incorporate structured interviews and standardized assessments to evaluate skills and cultural fit objectively. This approach minimizes bias and ensures a fair comparison between candidates.

Don’t do it as response to a need, rather be pro active according to your service offering. Seek at building relationship with candidates long term based on their career path. Don’t do it for numbers but quality

The challenge here is that unless a recruiter or TA professional has spent a few years "kissing toads" they aren't going to be able to "quickly" assess what is a princess or prince. It takes time to build that skill. Can you use assessment tools, personality tests, reference checks, etc.? Sure - and you should. But at the end of the day, nothing beats overall experience that comes from interviewing candidates for similar roles over, over and over again for months and years to build on one's knowledge.

Clearly define job requirements and candidate criteria Utilize automated screening tools and applicant tracking systems Conduct initial phone or video interviews to gauge basic qualifications & cultural fit Use pre-employment assessments or tests to evaluate skills & abilities Involve multiple team members in the interview process to gather diverse perspectives Ask behavioral and situational questions to assess problem-solving & interpersonal skills Provide timely feedback to candidates to maintain engagement and transparency Prioritize top candidates for further evaluation or followup interviews Keep communication open and professional throughout Continuously review & refine your screening, assessment methods for efficiency & accuracy

Once you have the pipeline you need to nurture with content that will interest them. Don't only send jobs, send industry news, advice, and engage with the pipeline. Too many organisations only focus on the jobs element, but the engagement will come from content.

Building a talent pipeline is not a one-time activity. You need to nurture and engage your talent pipeline regularly to keep them interested and informed about your opportunities. You can use tools such as email campaigns, newsletters, webinars, podcasts, and social media to communicate and interact with your talent pipeline. You can also use tools such as surveys, polls, quizzes, and gamification to collect feedback and data from your talent pipeline. By nurturing and engaging your talent pipeline, you can build trust and rapport, increase your conversion rate, and reduce your drop-off rate.

Promover os valores da empresa, falar sobre, engajar os talentos nas vagas, destacando os pontos positivos em trabalhar na empresa e criar fortes relacionamentos.

Nurturing and engaging your talent pipeline is essential for a strategy that prioritizes both quality and speed. This involves regular communication and relationship-building activities to keep potential candidates interested and informed about your organization. Tailored email campaigns, social media engagement, and exclusive insights into your company culture and upcoming projects can keep the talent pool warm.

You must be clear about the profile and role to play in the position and additionally have strategic allies who know the corporate purpose and culture of the organization for the successful search for said position.

Monitoring and measuring the performance of your talent pipeline is vital for ensuring it effectively prioritizes quality and speed. Implement key performance indicators (KPIs) such as time-to-hire, quality-of-hire, and candidate engagement rates to gauge the pipeline's efficiency and effectiveness. Utilizing analytics tools can help track these metrics, offering insights into where improvements can be made. Regular analysis of the pipeline's health—assessing the volume of candidates at various stages, the diversity of the talent pool, and the success rate of hires—is crucial for making informed adjustments to your recruitment strategy.

Taxa de conversão ( fazer o acompanhamento em cada etapa do pipeline ) Incluir métricas Medir os processos Acompanhar as fontes de contratação Acompanhar a qualidade dos candidatos, medindo métricas e taxa de retenção, feedbacks dos gestores Diversidade e inclusão Satisfação do candidato

O Recrutamento e Seleção é composto de uma série de etapas e, como todo bom processo, deve ter essas etapas mensuradas por KPIs. O pipeline de talentos é um item extremamente potente e deve ser dirigido com atenção e constância. Deve ser criado um dashboard com todas as métricas vitais para que os resultados dos processos de identificação, atração e retenção de talentos sejam elevados a máximo que a análise de dados pode alcançar.

At Akoto Recruiting, we specialize in engineering recruiting powered by the most cutting-edge technologies. Our secret weapon? The revolutionary "Source.RIE" system, which works like magic to find you the best available candidates for your roles. No more sifting through countless resumes or spending hours on traditional recruitment methods. Just tell us about your role and requirements, and our AI-driven system will do the rest - searching, finding, and ranking the perfect candidates for you.

Measuring Talent Pipeline becomes a complex task if we use multiple sources. Usually recruiters track it manually which is quite a tiresome approach. Key metrics can measured 1. Pipeline Utilization 2. No of hires 3. Hiring metrics (regular vs pipeline)

To prioritize both quality and speed in building a talent pipeline: 1. Proactively network and engage with potential candidates. 2. Utilize CRM software to manage candidate relationships effectively. 3. Develop a strong employer brand to attract top talent. 4. Encourage employee referrals through incentive programs. 5. Maintain a continuous recruitment process to keep the pipeline filled. 6. Streamline the hiring process for efficiency. 7. Use data analytics to make informed decisions and improve pipeline effectiveness.

To build a talent pipeline prioritizing quality and speed: Define clear criteria for desired candidates. Leverage technology like ATS for efficient sourcing. Proactively recruit and engage with potential candidates. Streamline the interview process. Foster collaborative hiring. Continuously improve recruitment processes.

In my experience, the focus should shift more towards an internal talent pipeline. Companies should not shy away from giving current employees the possibility to further develop new skills and growth. It will serve as a great talent retention and makes employees happier.

Define precise hiring needs. Leverage technology for efficient screening. Proactively source and engage candidates. Enhance employer branding for attraction. Streamline the application process for speed. Maintain relationships with a pre-screened talent pool.

To prioritize both quality and speed: In addition to what has been previously mentioned, I’d add: 1. Ensure the team (internal stakeholders) are aware of the job opening and are clear on what the job requires to ensure quality referrals. 2. Create an evergreen candidate engagement campaign to attract quality applicants.