woman at the forefront of a group of people with a hand out to shake hands for a job interview

The success of your company depends on your ability to retain top talent, and the best way to do this is by developing a talent pipeline. Here are six strategies you can use to improve your talent pipeline.

[Read more: CO-- Blueprint: Recruiting and Managing Employees in a Virtual World]

Maintain your company’s reputation

It’s easy to write off a few negative job reviews left by disgruntled employees. After all, a survey from Fractl found that over 10% of Americans either lied or stretched the truth in a job review.

But those online reviews matter a lot more than you may think. That same survey showed that one in three people have turned down a job offer after reading a negative review about that company online.

Companies that have a positive online reputation have a clear advantage when it comes to recruiting and retaining employees. That’s why it’s important to monitor job review sites and respond to any comments left. This gives you a chance to tell your side of the story and control the narrative a little bit.

Cast a wider net

Different types of candidates will leverage different job boards and networks during their job search. For instance, Gen X candidates will take different steps to look for a job than Gen Z candidates will take.

So, the best way to attract a wide variety of candidates is by using a number of different sourcing channels. Here are a few different options you can consider:

  • LinkedIn: LinkedIn can be a great tool for finding passive candidates who may not be actively looking for a new job. Engage in industry groups where you may meet potential job candidates.
  • Networking events: Virtual networking events could be a great opportunity to meet and assess individuals who might be a good fit for your company.
  • Your personal network: Reaching out to your current network may be the fastest and easiest way to find qualified candidates.
  • Lesser-known job sites: Don’t just use well-known sites like Glassdoor or Indeed. Lesser known or specialty job boards like GitHub or WeWorkRemotely could be a great way to expand your pipeline.

It’s also a good idea to routinely assess which channels bring in the best quantity and quality of potential talent.

You probably already have a potential pool of candidates that you’re overlooking — previously rejected candidates.

Focus on networking

Networking is one of the best ways to build a strong talent pipeline. Finding candidates from networking is usually a faster and more effective way to fill open job positions.

Of course, in-person networking is not really an option right now, but there are plenty of virtual networking opportunities available. Look for virtual job fairs, conferences and online events where you’ll have an opportunity to meet potential job candidates.

[Read more: You Can Still Network From Home! Here’s How]

Consider previously rejected candidates

You probably already have a potential pool of candidates that you’re overlooking — previously rejected candidates.

These are individuals that you already interviewed and screened, so you know they’re talented; they just weren’t the right fit for the last role they interviewed for. But one of these people could be the perfect fit for a new role you’re trying to fill. You can use an applicant tracking system to store your database of candidates.

Take advantage of social media

Build your company’s brand and engage potential job candidates by staying active on social media. And this doesn’t mean just posting periodically on LinkedIn — keep an active presence on a number of different platforms like Twitter, Facebook and Instagram.

And most importantly, be sure to make your posts interesting and engaging. Highlight your employees and share fun facts about your company, infographics and other interesting information.

Use an employee referral program

Finally, you should consider offering an employee referral program. These programs are growing in popularity and for good reason.

Referred employees tend to be a better cultural fit and tend to stay in their job longer. That’s why companies like Google, Salesforce and Intel all offer employee referral programs.

Here are a few tips for creating an employee referral program:

  • Clearly outline what you’re looking for — and not looking for — in a job candidate.
  • Be sure to give updates to any employees who refer candidates to you.
  • Publicly acknowledge employees who refer many successful candidates.
  • Offer a combination of monetary and non-monetary incentives.

[Read more: 5 Tools to Help You Recruit Better Employees]

CO— aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation.

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Published December 01, 2020