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Recruiting
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Training &
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by Bill Radin
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The
Recruiter's Digest
Recruiting
News, Training & Commentary by Bill Radin |
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May,
2008 |
Building a Candidate Pipeline
Sourcing for
candidates is like hunting for moths: You can either track them down one at
a time, or plug in a few light bulbs and net a couple hundred at once.
Or you can use both strategies at the same time.
While you're actively hunting for candidates, you can also work passively to attract new people into your talent community.
"Passively attract" is the idea behind a candidate pipeline, which is the sum of
all the light bulbs you set up to draw fresh candidates into your net. Here
are a few pipeline-building strategies:
1. Send a quarterly e-newsletter or job alert. The people you send it
to will forward it to their peers, and you’ll receive subscription requests
with the e-mail addresses of new candidates.
2. Build a profile page on social networking sites. Choose from the
major players (such as LinkedIn, Spoke, Facebook, etc.) that are populated
with the type of people with whom you'd like to connect.
3. Use your Web site as a portal to your pipeline. Make it easy for
candidates to contact you if they’re interested in your jobs, your services
or subscribing to your newsletter.
4. Write articles that will appear in print or online. Every market
or skill set has an association, interest group or blog community. And
they’re all are hungry for news, insight and opinion.
5. Post and cross-post your jobs. Try both the big guys like
CareerBuilder and niche-market job boards. And don’t forget free sites like
Cragslist.
6. Experiment with paid search engine rankings or sponsored links.
Google advertising can draw lots of visitors to your Web site, and by
extension, your pipeline.
Sourcing for candidates isn’t just about reaching out and finding people;
it’s about making it easy for people to find you. And the more they find
you, the more placements you’ll make.
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