Articles 1 min read

Pipeline Automation

Nothing is as powerful as an idea whose time has come,” said Victor Hugo and we know this to be true today, in 2019, about talent pipeline automation. In the last five years, creating talent pipelines has been a top 3 priority for talent acquisition leaders according to The FIRM’s (Forum for In-house Recruitment Managers) annual survey. We know the reason this remains an unfulfilled objective and that’s because there are only two ways to create talent pipelines:

1. Human recruiters regularly contact their candidate lists to find out about each person’s circumstances. This isn’t sustainable. Recruiters often have 40 open requisitions and making contact with individuals to keep in touch is time-consuming. Even if you only have 300 candidates in your list, if you talk to five a day, you’ll take three full months to get through them. By the time you’ve got through them, many of them will have changed circumstances. This is futile.

2. Automation. Most people aren’t in the market for opportunities today. You should use technology to do the heavy lifting and nurture these people until they are ‘hire-ready’. That is until they are ready for a conversation with a human recruiter. Do this and your recruiters are spending almost all of their time talking to enthusiastic candidates. Do this and you’re eliminating cold contact with candidates which is the most wasteful activity in recruitment.

Everyone knows there needs to be a way to make talent pipelines sustainable and this idea’s time has come.

Our partner, Candidate ID, have put together a whitepaper to help explain and understand this in more detail.

Hear it first

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