To build a strong talent pipeline, you must give people more than just proper compensation. They must also get a sense of belongingness and an opportunity to work in a healthy environment and work with inspiring and caring leaders.

In this video, John Aikin joins Kendra Prospero to share how they hired interns to create a pool of talented individuals in their company, Web Canopy. He explains how they gauge team performance, put core values into action, and give autonomy to every individual so they can grow professionally.

Developing a Healthy Pipeline for Talent Acquisition

I feel so fortunate that hiring is very easy for us because we have a strong employment brand which leads to a great pipeline. Having a healthy pipeline for talent acquisition is an essential part of any organization’s growth to ensure the right skills and experiences are being brought into the business to meet current and future needs. To ensure organizations are making the most of their recruitment strategies, they must treat recruiting as a true business process: strong employment brand, define their talent needs, source potential candidates, screen applicants, determine if there is a culture and values match, cultivate and engage talent, and analyze and monitor team member progress.

When defining talent needs, companies must identify the skills and experiences their current and future positions require and be able to identify a pipeline source to find the right people. This means outlining the necessary qualifications and technical skills, as well as the desired personality traits and values the leaders seek to bring in. Once those are established, the recruitment strategy can be developed to attract the right candidates from a variety of sources with a thoughtful sourcing strategy. These sources include online job boards, talent networks, referrals, social media channels, local publications, and the local university or college for interns and people just entering the workforce after graduation.

Once prospective candidates are identified, it is important for companies to identify the standout talent and ensure the right person for the job is chosen based on their talent, attitude, expertise, and company culture match.

By onboarding, developing, and engaging with both potential and current employees, organizations can foster relationships with their talent pipeline. This will help them to create a culture of collaboration, as well as build relationships that go beyond the workplace.

Finally, it is important to track and assess the progress of the talent pipeline process, as well as to analyze the effectiveness of the recruitment strategy. If changes are needed, leaders must be willing to adapt and refine their strategy to ensure they are making the most of their talent acquisition efforts.

By putting these processes in place, organizations can ensure they are meeting their talent needs and developing a pipeline of potential employees to contribute to their development.