Dependence on the talent pool to increase your bench strength

An enormous transformation has happened in the minds of the people on how the business works in the recent era. The most commonly discussed topic when the HRs meet at bay is – What is the effective way to hire talented people among the rest? Is there any procedure followed?

Why is there an impending need to find an employee who has a great potential inside him? Can the “hire-when-vacant” situation work fine with the present demand?

The answer is obviously yes. The technique that is followed is quite unabated and will continue in the years to come. They are now looking for the creamy layer of talent who can perfectly fit the roles in the organization.
The reason is simply the novelty which is driven by need. The methodology of hiring, if slightly changed, can bring about more dividends to the company.

A new term has been coined about the methodology – “Talent pipeline”. Searching for the emerging talent and keeping a track of them for later purpose is termed as the talent pipelining. The primary aim is to find the potential and talented persons to meet the necessities of the company, which may include even the principal and critical roles in the business development of the organization.
Passive candidates
In this category, people are not active job applicants. But they grab the opportunity provided to them. They constitute the majority of the people among who search for jobs. They stand at 80% who are potential job seekers yet they do not extensively put up their resume on the internet. So the companies seek the help of social media platforms, referrals and talent communities where one can easily get their desired candidates.

Significant role of Talent pipeline

This process has shed light on the need to innovate the in situ recruitment process. The primary concern of the company is to keep in touch with the people with agreeable terms who change job positions. There are apparent reasons for the people to leave the company like superannuation, incapacity of the employees and shifting to other jobs. So the process of talent pipelining is a continuous process and cannot be discrete.

The main advantages attributed to this system are many.

• It gives back great returns in the long run. One can tag the people as talented or poor from the acquired data and classify them according to the talents. This automatically creates a database for the people for the future demand.
• The recruitment process can be started from the middle as you already have the database from where to look for. 82% of the companies keep the database for future references.

But there is a snag in the process,

The continuous to and fro communication with the identified potential talents is an arduous task. The tools and the software required to necessitate the work is comparably insufficient. The pipelining efforts still becomes hard without the effective end to end support.

Recruitment is purely driven by the relationship that you maintain. Even before one’s resume reaches the desk of the HR, you pick out the talented ones and start to build up a rapport.

Observation

Talent pipelining indeed gives better opportunities and gives huge dividends in the long run. This process fills up the gaps and prevents ambiguity during the process and thus concentrating only on the prime perspective. Global Recruiting Trends Survey conducted by LinkedIn shows that for the success of the recruitment process relies on communicating with at least 2/3rds of passive employee category.

The need to build the talent pipeline

Creating a database gives the company an edge during the recruitment process. In the bottlenecked competitions, the acquisition of the talented ones during the recruitment is becoming hard. The time spent on identifying can be negated when you recruit by talent pipelining method. There are certain terms that need to be followed to get the best out of these process:

Continual and uninterrupted communication with the spotted talent

A sense of pride builds up in the person who is regularly communicated, and respectability towards the organization also scoops up. The mind of the person will be inclined towards that organization, and they will leave the rest of the job offers from that company.

There is always an impending probability of disruption of the business. For the critical situations, talent pipelining is the key success to find the person for the special role, which had been vacated all of a sudden.

Brand building and creating a high profile image about the company in the minds of the people. This will lead to a great impact on the searching of the talent during the process.

Conclusion

Creating databases of the people of the imminent potential gives extra bonuses and profits in due course. It removes the need to search intensively for a talent and to groom the talent. It scrapes out the best from the rest, and it actually saves time and resources.

Organizations that need to stay afloat in the market more necessarily the service oriented one will need to follow the guidelines of the talent pipelining model. This will surely give them an edge in the long run.