Candidate Pipeline Template

Candidate Pipeline Template

Talent Pipeline Template

1. Identify Candidate

  • Implementing an Employee Referral Program
  • Social Platforms
  • Networking Events
  • Recruiting Databases

2. Assess Candidates Before Reaching Out

  • Skills and Qualifications
  • Adaptability to Company Culture and Values
  • Acquisition of New Skills
  • Career Progress

3.Reach out to

  • Reach Out to Candidates About Existing or FutureĀ  Vacancies

4. Select

  • Screening
  • Interviewing

5. Onboarding

  • Role Clarity
  • Engagement
  • Learn Company Culture
  • Responsibilities

6. Training and

  • Coaching
  • Feedback
  • Support
  • Training Programs

Phase 1: Assess the Current Skill Requirements of Your Organization

The first step in creating a recruitment pipeline is determining whether the organization has existing skill gaps and talent needs.Create an org chart and analyze the critical roles in operations management. Once the roles have been identified, assess the skills required for each position.To identify existing skill gaps, draw organization charts for each department of the company on a single canvas. Because it gives you a clear idea of the type of candidates to approach, this knowledge can help you plan an effective talent pipeline.

Phase 2: Identify Talent Sources

If your skill assessment was successful, then you can move on to identifying potential internal and external talent sources.
Referrals from current employees are an internal talent source. Encourage members of your team to refer potential candidates for future openings. You can devise a strategy to compensate employees whose referrals result in new hires.
Social platforms such as LinkedIn are great external sources to approach potential candidates. These platforms let you sense potential candidates’ skills before engaging with them.
Networking events also provide opportunities to identify prospective candidates, build relationships, and keep in touch with them.
Recruiting databases are another way to get instant access to a large number of applicants, giving you a more diverse selection.

Phase 3: Reach out to Potential Candidates

Once you’ve identified the sources, you can start reaching out to potential candidates. First, evaluate the candidates you found on the platforms. Base your evaluation on the following questions.
Does the applicant possess the necessary skills/qualifications and/or experience for a specific position within the company?
Will they be compatible with the company culture?
What new skills will they be able to learn if chosen?
Will they have a career path within the organization?

Phase 4: Select

Once you’ve filled your talent pipeline with high-quality candidates, your job isn’t done. It’s your responsibility to nurture the candidates in your pipeline, as many of them may be passive candidates who aren’t looking to change jobs right now.

Phase 5: Onboarding

It helps new hires adjust to the social and performance aspects of their jobs, allowing them to become productive, contributing members of the organization as soon as possible.

Phase 6: Focus on Training and Development

Building and maintaining a talent pipeline is only the first step. When you hire from the pipeline, keep developing them through appropriate training.
Employee development and training motivate employees to perform better and contribute to employee retention by increasing employee engagement and satisfaction.

Create a Pipeline for a Smooth Flow

Creating a recruiting pipeline does require some upfront effort, but it can be one of your company’s most valuable assets. It significantly shortens the time needed to hire new employees and allows you to plan in selecting the best candidates.

Transform Your Hiring Process With Kaizen Firm

Candidate Pipeline at Kaizen Frim is a tried-and-true strategy and set of plays that will help you do your job better.

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