Talent Pipelining involves making contact with and establishing dialogue with people who are prospective employees of our client. This might be part of a client’s Succession Planning strategy which may also include internal candidates.
This ensures such candidates really feel wanted and enables us to positively and responsibly represent our client’s employer brand. When the time for hiring comes, the right candidates are primed and ready for the call. A typical programme might involve:
- ✔. Carrying out a Talent Mapping exercise to identify potential senior employees in competitors or other companies
- ✔. Speaking to these people discreetly and confidentially and making them aware of our client’s interest in them and likely recruitment needs in the near and medium-term future
- ✔. Ascertaining their level of interest in making a move and the timescales around this, and their interest in working for our client
- ✔. Understanding the sort of role they might be interested in
- ✔. Discussing objectively the potential benefits of working for our client
- ✔. Getting a better understanding of their career goals and aspirations, and their attitude to location, travel etc
- ✔. Discussing their current and target remuneration packages
- ✔. If they are interested, with their permission, forwarding details of our dialogue and the person’s CV to our client
- ✔. In many cases, acting on our client’s behalf and keeping in touch with the candidate, say every few months
- ✔. Where appropriate, introducing them to relevant people within our client’s business for direct discussions.
The battle for the most talented executives is intensifying and companies are becoming more sophisticated at identifying and communicating positively with top candidates. Talent Pipelining increases the chances of securing the most talented people, and it reduces time to hire and saves money when compared with a traditional search exercise.