When it comes to talent acquisition, as with many other things in life, timing is everything.
In my 13 years spent recruiting throughout Europe, I missed out on my fair share of candidates. There’s nothing more frustrating than losing the perfect hire because headcount plans aren’t cemented yet or a requisition isn’t approved.
With a rapidly growing number of LinkedIn Recruiter customers now forging ahead with new talent pipelining capabilities, we’re seeing some common themes for getting the most out of these new tools. Many are sharing unique success stories on how pipelining is changing the way they view the world of talent, even before the prospects hit their official ATS radar. Building a targeted pipeline of prospective candidates has some clear benefits, such as zeroing in on the right talent well before reqs are even opened; generating an ongoing line of communication with those prospects; and ensuring your sourcing efforts don’t go to waste when a candidate isn’t initially the perfect match.
Our own internal pipelining experts have put together some practical tips to help others fully embrace the opportunity. As you kick off your own pipelining efforts, you may already be employing some of these approaches, but others may spark some creative and useful tactics to get your recruiting teams moving with purpose and efficiency.
Q. What does Lou Adler have in common with talent acquisition leaders from Red Hat, Pfizer, Prudential Financial, Warner Chilcott Pharmaceuticals and NFI Industries?
A. You can catch all of them live from the comfort of your office chair over the next six days, courtesy of LinkedIn. We have three great events in store for recruiters everywhere and we encourage you to sign up for any and all of them:
As a charter customer of Talent Pipeline, PepsiCo was fortunate to be one of the first six companies on the planet to experience LinkedIn’s new product. So far, the recruiters have been raving about this tool and love using it.
As with any new product install, there are best practices you should follow to get the strongest results for your recruiting team. Below are five tips that helped us get up and running fast so that our recruiters could easily adopt and leverage the system.
Last October, when we announced Talent Pipeline at our Talent Connect conference, the response was overwhelming—roaring applause and even some cheers from the audience (especially when LinkedIn CEO Jeff Weiner said “it’s Free”). Building and managing a pipeline of talent is becoming essential in this competitive, global economy and recruiting organizations have not had a simple solution to make this a reality. Until now.
This past weekend, we began the process of upgrading LinkedIn Recruiter accounts with powerful new capabilities to track and manage talent leads from any source, before they enter your ATS, right in LinkedIn Recruiter. Whether you have resumes, spreadsheets, or just a business card from a promising candidate, you will have the ability to add these individuals to Recruiter. No more scattered and lost leads across the recruiting team; they can all be in one place. What’s truly unique about our solution is that records you create for your leads are linked to their LinkedIn profile. Information automatically stays up to date as members update their profiles, so you don’t have to do the work yourself. And of course you get the additional insight from status updates, shared connections, skills, recommendations and more to help you really connect with individuals you are interested in.