5 Tips for Building a Strong Talent Pipeline

Having a strong talent pipeline can take your hiring process from searching for candidates to proactively nurturing relationships with potential candidates over time. It can also reduce the time and expenses associated with new hires.  Here are some strategies to develop a robust talent pipeline:

1. Eliminate Unnecessary Restrictions

Focusing on potential as well as current skills in your candidates can broaden your pool of candidates and help you find ones who might not be obvious choices but could be a fantastic fit in your organization.  For each position you have, know what job requirements are absolutely necessary, and what job requirements are nice to have.  For example, is a degree truly required to work in your organization?  Would some positions be able to be done remotely?

2. Nurture Relationships with Promising Candidates

Maintain contact with promising candidates who weren't selected for previous openings.  Consider reaching out to them during birthdays, holidays, or significant career milestones to express personal interest in them without being overbearing. Share information or jobs that are directly connected to their interests and expertise.  

3. Invest in Employee Development

Foster internal talent by providing growth opportunities, training programs, and mentorship initiatives for your current team members. Offer training and upskilling opportunities as soon as you see that your team has the capacity and emerging skillset, instead of waiting for team members to ask for training. Consider incorporating promotion planning into your 1:1’s, and make sure team members are clear on how they can move up within the organization.

4. Proactive Networking and Sourcing

Actively engage in industry events, conferences, and online platforms to connect with potential candidates. Leverage social media and professional networks to showcase your company culture and attract passive talent. Consider partnering with universities and vocational schools to tap into emerging talent pools.

5. Leverage Technology

Utilize applicant tracking systems and talent management software to help you organize candidate information, track interactions, and identify top prospects efficiently. You may want to save candidate information in order to maintain contact with quality candidates who may help to fill roles down the road.  

Chew on This:
What’s one step you could take in this coming week to start building or augment your talent pipeline?

Hiring Timelines - What Influences Them?

Understanding and clarifying your hiring timeline can help to eliminate frustration and aid in setting expectations for stakeholders when a new position is being filled.  In this blog post, we are going to look at factors that can influence how long a hiring timeline is and tips to make the hiring process more efficient.  Industry surveys indicate that the average time to fill a position can range 37- 42 days (see the surveys here and here), but your hiring timeline will greatly depend on your organization’s practices and the positions that are being filled.

Time to fill a position depends heavily on the specific role.  For example, a 2017 survey showed that roles in health services can take an average of 49 days to fill, while professional and business services average 25.2 days. Factors that may lengthen the hiring process include having a newer hiring manager, filling a position that is new to the organization, and hiring for a more senior role. 

Since different positions take different amounts of time to fill, there isn’t a one-size fits all amount of time the hiring process should take; however, there are some key indicators when your hiring process is too long or too short.  

If you find that your organization has a trend of hiring mediocre or low quality candidates, the hiring process may be too fast.  It can help to add additional screening or requirements as part of your hiring process.  

An indicator that the hiring process is too slow is when other organizations consistently secure your best candidates before your organization does.  If you find that your hiring process is to slow, here are some tips to help make your hiring more efficient:

• Build talent pipelines by staying in contact with good candidates who have applied for previous positions.

• Use an Applicant Tracking System (ATS) to reduce time spent on administrative tasks.

• Screen your candidates as you go along, rather than waiting for the application deadline.

If you are in the midst of hiring, we can help you simplify the hiring process with our Hiring and Integration services.  Using an in-depth assessment and interview process, we help to create a more efficient hiring process by providing a tailored review of your candidate and insights to help the new hire integrate quickly into your team.

Chew On This:

What can you implement in the coming month to make your current hiring process more efficient?

6 Creative for Strategies for Finding Job Candidates

Although many candidate sourcing strategies are well known, creative and nontraditional strategies can be beneficial, especially if you find yourself competing with larger, more well-known organizations. Here are some lesser-known or underutilized approaches that can give your company an edge in attracting top talent:

1. Re-Engage Previous Candidates

You’ve already done the hard work of finding candidates, so keep in touch with them!  Consider tracking why candidates didn’t get hired, and keeping potential candidate’s contact information on file. Provide a great candidate experience and keep the lines of communication open with candidates, even if they didn’t get the position.  Typically, it’s good to re-engage a candidate about six months after the initial engagement.

2. Leverage Employee Networks

A powerful yet underutilized sourcing strategy is tapping into your employees' professional networks. By implementing a structured employee referral program, you can encourage your staff to recommend qualified candidates. This not only expands your reach but also tends to yield higher-quality candidates who are more likely to fit your company culture. Also, consider hosting candidate sourcing sessions with your team to see if anyone knows people who may be a good fit for the role.

3. Use In-Person Recruitment Methods

Your job candidates may be more likely to respond to your follow up messages after they’ve had a conversation with you in person.  Consider attending conferences or events that people who fit the role are also likely to attend.

4. Engage in Community Partnerships

Create partnerships with local colleges or universities, professional associations, and community organizations. Consider offering internships, sponsoring events, or providing mentorship opportunities. These collaborations can help build your employer brand and create a pipeline of talent familiar with your company.

5. Utilize Niche Job Boards

While major job boards have their place, niche job boards catering to specific industries or skill sets can be goldmines for highly qualified candidates. These platforms often attract highly qualified candidates who are passionate about their field and may be more aligned with your company's focus.

6. Embrace Social Media Storytelling

Go beyond simply posting job openings on social media. Share employee stories, behind-the-scenes glimpses of your workplace, and highlights of your company's impact. This authentic content can attract candidates who resonate with your mission and values.

These strategies help organizations compete effectively for top talent, even without the resources of larger corporations. The key is to be creative, authentic, and focused on building meaningful connections with potential candidates.

Chew On This:

Which of these strategies would best help your organization build a stronger talent pipeline?

Best Practices for Great Interviews

If you are a recruiter or hiring manager your interviewing skills can make all the difference in building a stellar team. Let's explore some best practices to help you conduct interviews that are both effective and enjoyable for you and the interviewee.

Create a Welcoming Atmosphere

First impressions matter! Start by greeting candidates warmly and making them feel at ease. A friendly smile and a brief chat about their journey to the office can help break the ice and calm nerves. Remember, a relaxed candidate is more likely to showcase their true potential.

Prepare, Prepare, Prepare

Nothing says "we value your time" like being well-prepared. Review the candidate's resume thoroughly, prepare relevant questions, and have a clear understanding of the role you're hiring for. This preparation not only makes the interview more productive but also demonstrates professionalism to the candidate.

Ask a Mix of Questions

While it's important to assess skills and experience, don't forget to explore the candidate's personality and cultural fit. Interview questions usually fall into one of four categories: personal, motivational, technical, and behavioral.  Make sure you have a mix of these types of questions to get a well-rounded view of the candidate. For example, "Tell me about a time when you had to adapt to a significant change at work" can reveal a lot about a person's flexibility and problem-solving skills.  Make sure that all of your questions are relevant to the position you are hiring for and will not make the candidate uncomfortable.

In addition to commonly asked questions, consider these less often used interview questions:

• How will you tackle X specific project expected of the role?

• Tell me about a time you disagreed with a manager’s instructions or point of view in the workplace. What did you do?

• How do you define success?

Listen Actively and Take Notes

Show genuine interest in what the candidate is saying by practicing active listening. Take notes, but maintain eye contact and engage in the conversation. This approach helps you remember important details and shows the candidate that you value their responses.

Provide Clear Information About the Role and Company

In addition to being time for you to gather information about a candidate, interviews are also a candidate’s time to learn more about your organization and evaluate whether your organization is right for them. Be transparent about the position, company culture, and expectations. This is your chance to sell the opportunity to the candidate, but it's equally important to give them an accurate picture of what working at your company entails.

Allow Time for Questions

Always leave time at the end of the interview for the candidate to ask questions. This not only gives them valuable information but also provides you with insights into what's important to them.

Follow Up Promptly

After the interview, send a thank-you email and provide clear information about what the candidate can expect next in the process. Timely follow-ups show respect for the candidate's time and keep them engaged with your company.

Remember, the interview process is a two-way street. By implementing these practices, you'll not only identify the best candidates but also leave a positive impression of your company.

Chew On This:

What is one thing you could implement that would improve future interviews in your organization?

Tips for Perfecting Your Candidate Screening Process

In today's competitive job market, effective candidate screening can help save your organization time and resources. Let's explore some tips that can enhance your screening process and help you find your next star employee!

Embrace Technology, But Keep It Personal

If you are inundated with applications, Applicant Tracking Systems (ATS) can be a game-changer. These tools help sort through resumes quickly, flagging candidates with the right keywords and qualifications. However, it’s important to add a human touch by personally reviewing the top candidates selected by your ATS. This balanced approach saves time while ensuring you don't miss out on promising individuals.

Craft Clear, Concise Job Descriptions

Your job posting is your first screening tool, so it’s important to be specific about required skills, experience, and company culture. Make sure that you clearly define the most important part of the role in the job description. This will help candidates self-select, reducing the number of unqualified applications you'll need to review. Remember, quality over quantity!

Implement Pre-Screening Questionnaires

Pre-Screening Questionnaires should be designed to quickly identify candidates who meet your basic requirements. When you utilize a questionnaire, ask about deal-breakers like willingness to relocate or specific certifications. This step can significantly cut down on time spent reviewing unsuitable applications.

Conduct Brief Initial Phone Screenings

A 15-minute phone call can reveal a lot about a candidate's communication skills, enthusiasm, and basic qualifications. You can also address any questions from their application and get a feel for their personality.

Utilize Video Interviews

For positions requiring a larger pool of candidates, consider asynchronous video interviews. Candidates can record responses to your questions on their own time, allowing you to review them when it's convenient for you.

Involve Team Members Strategically

While it's valuable to get input from the team, too many cooks can spoil the broth. Designate specific team members to participate in the screening process, each focusing on evaluating different aspects of the candidate.

Remember, the goal is to create a screening process that's efficient yet thorough, saving time without sacrificing quality. By implementing these tips, you'll be well on your way to finding great candidates while keeping the process as streamlined as possible.

Chew On This:

What’s one thing you could do to make your screening process more efficient? 

Enhancing Your Hiring Process

The corporate hiring process is a critical component of building a successful team, but adding some additional strategies outside the traditional hiring process can help you attract better talent, more accurately evaluate candidates, and ultimately, make better hiring decisions.  Here are some ideas you can implement to improve your hiring process:

Clarify the Most Important Part of the Role

To make sure new hires are an excellent fit for the role, it's beneficial to include a section in the job description that clearly outlines the most important responsibility of the position and the essential skills required.  This reduces the likelihood of hiring mismatches, helps to ensure that only well-suited candidates apply, and ultimately leads to better job performance and satisfaction. It can also streamline the hiring process by attracting candidates who are genuinely aligned with the role, saving time and resources for both the hiring team and the applicants.

Leverage Employee Networks

Your current employees are an untapped goldmine of potential talent, so consider implementing a robust employee referral program with meaningful incentives. Not only does this often lead to higher-quality candidates, but it can also boost employee engagement.

Conduct Working Interviews

Instead of relying solely on traditional interviews, consider incorporating "working interviews" where candidates spend a day collaborating with their potential team on actual projects. This provides invaluable insight into their skills, work style, and cultural fit.

Utilize Psychometric Assessments

While technical skills are important, personality and cognitive abilities play an important role in how well an employee fits within the organization. Consider using evaluations such as the Myers-Briggs Type Indicator or the EQ-i 2.0 Assessment to help shed light on a candidate's preferred work environment, leadership style, and much more.

Implement Collaborative Hiring

By moving beyond the hiring manager-only decision model and including team members in the interview process, you have the opportunity to gather diverse perspectives. This not only improves decision-making but also increases buy-in from the team.

Focus on Candidate Experience

Fine-tuning your candidate experience can help give candidates a positive view of your organization and can make it easier to secure talent. Steps you can take include streamlining your application process, providing timely feedback, and maintaining transparent communication throughout.

Conduct Post-Hire Reviews

Regularly assess the effectiveness of your hiring process by conducting reviews 3-6 months after a new hire starts. This feedback loop can help you continually refine and improve your approach.

By implementing these strategies, you can enhance your corporate hiring process, attract better candidates, and ultimately build a stronger, more cohesive team.

Chew on This:

Which one of these tips do you think you could implement during your next hire? How do you think it would affect the outcome of the hiring process?

Crafting Effective Job Descriptions: A Guide for Leaders and Recruiters

Writing a job description that attracts the right talent is both an art and a science. The job description is often the first impression candidates have of your company and an important tool to attract the right talent to your organization. Here are four key principles to ensure your job description aligns with your hiring goals and brings in the best candidates:

1. Clearly Define the Role

Begin with a concise job title that accurately reflects the position's responsibilities.  Avoid jargon or position titles that will only be recognizable within your organization. 

Although it doesn’t necessarily have to be first, make sure you include a section in your job description that clearly shows the most important part of the role and the specific skills a prospective hire will need to complete it.  This helps make it very clear to prospective hires what to expect coming into the role and whether or not they will be a good fit for the role.

In addition to including the most important part of the role, include a short paragraph that highlights the purpose of the role and how it fits within the company’s objectives. Providing clarity in the job title, the most important part of the role, and how the role fits into the larger organizations will help candidates quickly understand whether the role aligns with their skills and career goals.

2. Outline Key Responsibilities and Expectations

You can provide information about the day-to-day tasks, but  make sure to focus on the core responsibilities that are essential to the role’s success. Avoid listing every possible task; instead, concentrate on what will define success in the position. In order to attract candidates who are confident in meeting the demands of the role, be explicit about expectations, such as performance metrics and project deadlines.

3. Specify Required Skills and Qualifications

On the job description, distinguish between "must-have" and "nice-to-have" qualifications. This helps in filtering out unqualified applicants while encouraging those who meet most, if not all, criteria to apply. By separating out the “must-have” and the “nice to have” qualifications, you avoid discouraging potentially great candidates who may only lack one or two qualifications.

4. Highlight Company Culture and Values

Describe your company’s culture, mission, and values. Candidates who resonate with these aspects are more likely to be engaged and committed in the long run. Including information about the team, work environment, and growth opportunities can also help attract individuals who will thrive in your company’s unique setting.

A well-crafted job description not only clarifies the role but also acts as a powerful tool to attract the right talent. By following these principles, you’ll increase your chances of hiring someone who not only fits the role but also contributes to your company’s long-term success.

Chew on This:

What is one thing you could change about your current job descriptions to help attract candidates that are a good fit for your organization?

Internal vs. External Leadership Coaches: Finding the Best Fit for Your Team

Effective leadership is more critical than ever in today's fast-paced business environment. Many organizations turn to coaching to develop and refine leadership skills. However, a key question often arises: Should a leadership coach already be a part of the organization, or should the organization hire an external coach? Below, we dive into the pros and cons of both options to help you make an informed choice based on your organization's specific needs and context.

Internal Leadership Coaches:

Having a coach from within the organization offers several distinct advantages. An internal coach will likely deeply understand the company’s culture, values, and strategic goals. This insider knowledge allows them to tailor their coaching to align closely with the organization’s needs, and can help them build trust quickly.

Internal coaches usually have long term arrangements with their organization and are typically lower in cost than external coaches. They are highly accessible and often able to offer on-the-spot advice and support as challenges arise. Furthermore, they can foster a sense of trust and continuity within the organization, as they are already familiar with the team dynamics and individual personalities.

However, internal coaches come with potential drawbacks. Internal coaches need to set strong boundaries in order to be able to maintain impartiality and confidentiality. Employees might hesitate to share openly with someone who is part of the organization. Internal coaches may have other responsibilities, and if they are overburdened it can lead to rushed, ineffective coaching sessions.

External Leadership Coaches:

On the other hand, external coaches bring a fresh, unbiased perspective. They may have specific areas of experience and expertise that are useful to your organization, such as conflict resolution or strategy. External coaches can challenge entrenched ways of thinking and offer insights that might not be apparent to someone within the organization. Additionally, the confidentiality of the coaching relationship is typically easier to maintain with an external coach, encouraging more candid conversations.

The downside of external coaches is that they are more expensive than their internal counterparts and their effectiveness can be lessened if coaching sessions are sporadic without regular contact with the people they are coaching. They may lack a deep understanding of the company’s culture and internal dynamics, which means that they may need time to learn the organizations culture and dynamics.

Conclusion:

Ultimately, your organization's specific needs should guide your decision about whether to hire an internal or external leadership coach. If cultural alignment and accessibility are priorities, an internal coach may be the better option. On the other hand, external coaching is great for specific coaching interventions and can be tailored to address particular challenges or goals while providing an objective perspective. In many cases, combining both might provide the most comprehensive support for your team members.

Chew On This:

What are your team’s most important priorities when hiring a coach?