How to build a pipeline of Qualified Applicants... even when you're not hiring

Do you need qualified applicants?

Did you know it takes 36 days, on average, to hire a new employee?

According to the Society for Human Resource Management, time to hire can even be upwards of SIXTY DAYS for specific job titles.

And when your employees are leaving, or your company is growing fast, the pressure to hire on a time crunch often leads to poor hiring decisions which inevitably means more turnover.

Whether you're currently hiring or not... Recruiting should always be top of mind.

If you've come to the realization that you need to hire, and haven't even started sourcing applicants yet... you're already too late to the game.

Have you been proactive in your hiring process?

You've gotta ditch the reactive approach to hiring...

With unemployment rates low, competition for top talent is fierce. And if you're not being proactive with your recruiting strategy, you'll end up at the bottom of the totem pole in a mad rush to find a good candidate when the need to fill an open position arises.

Here are a few things you can proactively do to build your pipeline of qualified candidates...

1. Create a solid company culture!

   With so many potential job opportunities out there, you need to build a company culture where qualified job seekers WANT to work. What is your company culture like? Can you make improvements? How can you let job seekers know how great it is to work for you?

2. Implement an employee referral program!

   Your current employees are your greatest advocates. If you have created an environment and culture where they genuinely love to work.... They'll talk about it! You can help drive that by downloading our free Guide to Building an Employee Referral Program. Employee referral programs are the bread and butter of the hiring process! Take advantage of it!

3. Utilize Social Media!

   If your target job seekers are on social media, you should be using platforms like Twitter, Facebook, and Instagram to connect with potential candidates and showcase your company culture. Join groups that you think your target job seekers will be in, advertise your company and then when a job opening arises, you'll be on those job seekers' minds.

4. Build your network!

   You can do this by connecting with people in your industry on LinkedIn or attending industry events and conferences. The candidates you'll be looking for when you are ready to hire will likely be employed by someone in your industry with an itch to make a move when the right opportunity becomes available. If they have seen you at conferences or have been following you on LinkedIn, they'll feel comfortable with applying for your open positions; they will feel like they already know you and your company.

Are you using a hiring platform that encourages a pipeline full of your target job seekers?

Even if you aren't currently hiring, make sure you're using an Applicant Tracking System that allows you to filter candidates. Find one that allows you to ask qualifying questions. Find one that allows you to save the applicants' information so you have a pipeline ready to go when a job opens up!

If you aren't sure what an Applicant Tracking System (ATS) is, or you aren't sure if you have one that is improving your hiring process, check out our article, What is an Applicant Tracking System?

If you need help with building a pipeline or making sure your ATS is helping you, please click the link below to set up a time for a quick chat!

Let's Chat!

Good luck with building your pipeline and Happy Hiring!