Building a winning candidate pipeline

Recruitment used to be a predominantly reactive game. When circumstances changed, recruiters would be tasked to fill gaps with new talent. 

Forward-thinking teams adopt a more proactive approach to recruitment by thinking about their future hiring needs and how best they can support that through the candidate pipeline. 

According to a recent Recruitee survey, 40% of industry professionals said it takes them more than four weeks to hire new talent. Typically, the longer your hiring process is, the higher the cost of hiring. 

With a carefully curated candidate pipeline, hiring stakeholders can think beyond the current req alone. This makes it easier to fill niche roles, boost your team’s productivity, and reduce your cost and time to hire. 

To help you perfect your pipelining efforts and make the best use of your time, we’ve put together a five-step framework for building and nurturing high-caliber talent and providing a great candidate experience to all.

These include: 

    • Identifying candidate profiles and pipeline goals. Be strategic about who you add to your recruitment pipeline, how you identify qualified candidates, and how you manage them. 
    • Building a stand-out employer brand. Working for a company with a strong reputation makes it much easier to recruit top talent. 
    • Sourcing proactively. This is the key to maintaining a steady flow of skilled candidates. Whether you have an open position or not, your search for top talent should always be going on in the background. 
    • Engaging your pipeline. You need to be on the candidates’ radar as much 
 as they are on yours. You can do this by regularly engaging with them through monthly emails or social media messages. 
    • Leveraging technology and measuring progress. Building your entire pipeline on a single platform, like an Applicant Tracking System, means that you’ll never lose sight of candidates.   

In the report, you can also find out how Equalture, a data-driven hiring, and team assessment tool, leverages neuroscientific games to encourage companies to be more objective and reduce candidate bias right from the beginning of the hiring process. 

In our hiring process, every candidate has to apply through our tool, which leverages neuroscientific games to help companies get a more objective and less biased view of their candidates right from the start of the hiring funnel.

Charlotte Melkert, CEO and Co-founder of Equalture, said: “Our candidate pipeline follows the same structure for each candidate, regardless of seniority or team scope. There is one hard requirement in our process: Every candidate has to apply through our tool. This hiring software leverages neuroscientific games to help companies get a more objective and less biased view of their candidates right from the start of the hiring funnel.”

To find out more on creating a candidate pipeline that’s fit for purpose, you can access the full report here.

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