building a strong talent pipeline | connectin dubai

Mohammad Al Radaydeh

Recruitment Product Consultant

LinkedIn

Building a Strong Talent

Pipeline

Agenda

• 3 Keys to Success for Pipelining and Proactive Recruitment

• Set yourself up for success. Lay the foundation.

• Build a solid pipeline process

• Don’t forget to find new leads and build a long term

relationship

What is Talent Pipeline?

An organization’s ongoing need to have a pool of

talent that is readily available to fill positions at all

levels of management as well as other key positions

as the company grows.

1. Recruiting/sourcing highly-skilled talent 44% Germany

2. Improving quality of hire 30% India

3. Employer brand 25% Nordics

4. Pipeline talent 25% SE Asia

5. Improving sourcing techniques 18% Australia

Research shows that TA leaders are saying that pipelining

talent is in their top 5 priority list

“Which of the following choices would you consider to be

the most important and least important areas of interest

for your organization?”

Top 5 Priorities Priority is #1

Me

trics

Bra

nd

Jo

bs

Know where your organization is...

Traditional

Developing

Foundational

Strategic

Reactive, over-reliant on

agencies Engage with strong

pipeline of leads and

‘silver medalists’

Team-wide pipelining

with engaged talent

communities

Build internal capabilities

to focus on passive talent

Post-and-prayTargeted engagement

to attract highly

qualified candidates

Talent segmentation and

prioritization

Jobs on niche boards and

social platforms

Defined employer

brand strategy

Influential talent brand

engaging employees

and candidates

Understanding

of employee

value proposition

Established metrics

and benchmarks

Data driven decision

making

So

urc

ing

...and why you should go there

Traditional

Developing

Foundational

Strategic

t

Reactive:

High cost

Labor-intensive

Applicant quantity focus

Req to req process

Strategic:

Low cost

Efficient

Quality of hire focus

Proactive pipeline-based process

For what kind of roles can you recruit/pipeline for?

New Projects

High Attrition Roles

Hard to fill roles

Internal Mobility

Campus Recruitment

How to build a solid pipelining process

Projects, Tags, Sources & Status

Projects Tags Sources Status

� Create uniformity.

� Use naming conventions:Jobtitle – Country –City – Recruiter Financial Controller – UAE – Dubai - JP

� Tags are used to

easily identify

skillsets of

candidates

� Have the

recruiters create

tags

� No more than

five per role

� Keep track of the

source of every

candidate

� Use existing

sources

� Shows you

where the

candidate is in

your Pipeline

� This determines

the overall

workflow of your

team.

� Take your time to

determine all the

steps in the

process before

you implement

Three scenarios for an efficient pipeline workflow

Prospecting

Developing

� Search

� Refine

� Organise

� Reach

� Interest

� Close

� Build

� Interest

� Close

Re

du

ctr

eio

n in

Tim

e to

Hir

e

Sourcing

Also don’t forget pipelining during events with LinkedIn CheckIn

Manage the relationship with your candidate

Candidate Relationship Management

“Continuously and systematically build

relations with potential employees,

current employees and alumni with the

goal of identifying and creating mutual

opportunities”

Track leads and keep in contact

Hunt per job opening

Select per job opening

� Build a clear proposition

� Build relationships

� Use own employees as

ambassadors

� Share knowledge and

opportunities – Add Value!

Interested

Different types of candidates require different rules of engagement

Hot leads(followers, subscriptions)

Applicants,

silver

medalist,

Employees,

Alumni

High level of engagement. Keep

contacts warm, by not only using

Newsletters and social media but

by reaching out personally.

Medium level of engagement.

Contact via newsletters,

social media updates and Inmails.

Low level of engagement.

Contact via newsletters and

social media updates.

Few months later

So what are the 3 keys to Success for Pipelining and Proactive Recruitment?

1. Set yourself up for success. Lay the foundation.

2. Build a solid pipeline process

3. Don’t forget to find new leads and build a long term

relationship

Three Keys to Success for Pipelining and Proactive Recruitment

Thank you