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Linkedin Talent Pipeline (tipsheet)

LinkedIn
LinkedIn

12 Tips for a Stunning Talent Pipeline Imagine having a warm candidate slate at your fingertips for every hard-to-hire role. Make it happen with these 12 tips.

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Prioritize where you pipeline Focus on skills your business recruits for repeatedly and roles that are hard to 鍖ll. This will increase your chances of 鍖lling these roles quickly, reducing cost per hire and time to 鍖ll. Pre-screen for top performers Save time: before placing a candidate in your pipeline, 鍖nd out from mutual connections whether they are a cultural or performance 鍖t. Get hiring manager commitment The best pipelines are built in partnership with hiring managers. Get buy-in by explaining the bene鍖ts of pipelining in terms they can understand - instead of talking time to hire use metrics such as getting x people to sales productivity y weeks earlier. Stay organized Create one source of truth to keep your team on the same page. Use it to keep track of candidates contacted, responses, and interest levels. Treat your pipeline with respect Consider your pipeline a community, not a database. Respect the candidates time by asking him/her, How often would you like to touch base? To deliver what you promise, send yourself calendar reminders to continue the conversation. Imagine having a warm candidate slate at your 鍖ngertips for your next-hard-to-hire role. Those who pipeline talent are living that dream (and probably having more lunch breaks than you!). Pipelining not only saves you and your team from reinventing the wheel for every role, it reduces time to hire and leads to better quality candidates. We get that its a chicken-egg situation. If youre thinking, How can I 鍖nd time to pipeline when I cant even 鍖nd time to adequately source?, read on. A pipelining strategy will pay off (we promise!). Here are 12 tips to get you started: 12 Tips to Build a Stunning Talent Pipeline 1. 2. 3. 4. 5. Talent Solutions
6. 7. 8. 9. 10. 11. Copyright 息 2013 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail, are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved. 10-LCS-145-G 0613 Personalize your message Have a real reason to message someone for example, an article that reminded you of a conversation or a work anniversary congratulations. Encourage your recruiters to brand themselves and personalize their messages. Stay visible and accessible Rather than hounding prospects relentlessly through labor-intensive conversations, stay top-of-mind by using indirect channels like LinkedIn status updates and Twitter. Post articles about your company and industry to keep them interested. Embrace a culture of networking Encourage your team to get out of the of鍖ce to attend industry events. Set up a referral system for passive candidates even when jobs arent available. Set clear targets for your team Know your ratios of screens to hire to estimate how many people to engage to reach your goals. Create a plan for how many of each skill set they need to 鍖nd, shortlist and submit each week. Measure progress Create a pipelining strategy that pulls in talent from multiple channels like Job Applications, Employee Referral Programs and Direct Sourcing. Measure which ones produce the most hires over time. Recognize success Provide special public recognition for every hire resulting from your pipeline. Acknowledge recruiter-hiring manager duos who successfully collaborate to 鍖ll your pipeline with quality candidates. Search and tag Use tags to make candidates easily searchable for your team. Start with a broad LinkedIn Recruiter search of relevant companies, schools, and organizations. Create a pipeline folder for the broad addressable market (e.g., all computer science students @ University of Washington). Then use speci鍖c criteria and folders for individual roles (e.g., cloud computing AND Computer Science @ University of Washington). Accelerate pre-screening with Inside Opinion On each pro鍖le in Recruiter you can now see who at your current company might know the candidate from prior positions. Reach out to your colleagues for a candid read on potential candidates. Use Smart-To-Do lists to keep the conversation going Use this feature to tag reminders to speci鍖c candidates, projects, and team members so you remember to stay connected with candidates. Stay on track with the Project Overview feature Send weekly Project Overview screenshots to your team to monitor and communicate the health of your pipelining projects. 12. Bonus Tips for LinkedIn Recruiter Users a. b. c. d.

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Linkedin Talent Pipeline (tipsheet)

  • 1. Prioritize where you pipeline Focus on skills your business recruits for repeatedly and roles that are hard to 鍖ll. This will increase your chances of 鍖lling these roles quickly, reducing cost per hire and time to 鍖ll. Pre-screen for top performers Save time: before placing a candidate in your pipeline, 鍖nd out from mutual connections whether they are a cultural or performance 鍖t. Get hiring manager commitment The best pipelines are built in partnership with hiring managers. Get buy-in by explaining the bene鍖ts of pipelining in terms they can understand - instead of talking time to hire use metrics such as getting x people to sales productivity y weeks earlier. Stay organized Create one source of truth to keep your team on the same page. Use it to keep track of candidates contacted, responses, and interest levels. Treat your pipeline with respect Consider your pipeline a community, not a database. Respect the candidates time by asking him/her, How often would you like to touch base? To deliver what you promise, send yourself calendar reminders to continue the conversation. Imagine having a warm candidate slate at your 鍖ngertips for your next-hard-to-hire role. Those who pipeline talent are living that dream (and probably having more lunch breaks than you!). Pipelining not only saves you and your team from reinventing the wheel for every role, it reduces time to hire and leads to better quality candidates. We get that its a chicken-egg situation. If youre thinking, How can I 鍖nd time to pipeline when I cant even 鍖nd time to adequately source?, read on. A pipelining strategy will pay off (we promise!). Here are 12 tips to get you started: 12 Tips to Build a Stunning Talent Pipeline 1. 2. 3. 4. 5. Talent Solutions
  • 2. 6. 7. 8. 9. 10. 11. Copyright 息 2013 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail, are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved. 10-LCS-145-G 0613 Personalize your message Have a real reason to message someone for example, an article that reminded you of a conversation or a work anniversary congratulations. Encourage your recruiters to brand themselves and personalize their messages. Stay visible and accessible Rather than hounding prospects relentlessly through labor-intensive conversations, stay top-of-mind by using indirect channels like LinkedIn status updates and Twitter. Post articles about your company and industry to keep them interested. Embrace a culture of networking Encourage your team to get out of the of鍖ce to attend industry events. Set up a referral system for passive candidates even when jobs arent available. Set clear targets for your team Know your ratios of screens to hire to estimate how many people to engage to reach your goals. Create a plan for how many of each skill set they need to 鍖nd, shortlist and submit each week. Measure progress Create a pipelining strategy that pulls in talent from multiple channels like Job Applications, Employee Referral Programs and Direct Sourcing. Measure which ones produce the most hires over time. Recognize success Provide special public recognition for every hire resulting from your pipeline. Acknowledge recruiter-hiring manager duos who successfully collaborate to 鍖ll your pipeline with quality candidates. Search and tag Use tags to make candidates easily searchable for your team. Start with a broad LinkedIn Recruiter search of relevant companies, schools, and organizations. Create a pipeline folder for the broad addressable market (e.g., all computer science students @ University of Washington). Then use speci鍖c criteria and folders for individual roles (e.g., cloud computing AND Computer Science @ University of Washington). Accelerate pre-screening with Inside Opinion On each pro鍖le in Recruiter you can now see who at your current company might know the candidate from prior positions. Reach out to your colleagues for a candid read on potential candidates. Use Smart-To-Do lists to keep the conversation going Use this feature to tag reminders to speci鍖c candidates, projects, and team members so you remember to stay connected with candidates. Stay on track with the Project Overview feature Send weekly Project Overview screenshots to your team to monitor and communicate the health of your pipelining projects. 12. Bonus Tips for LinkedIn Recruiter Users a. b. c. d.