When it comes to sourcing talent, the definition of a “healthy pipeline” can vary by the thousands. Each sourcer’s opinion of what it building a talent pipeline takes is affected by their own company, industry, function, or all of the above. Your sourcing success is affected by employer brand, which can be positive, negative, or non-existent. And, we all know that some industries are more desirable than others. Even some job functions are easier to recruit for than others.
But, even with all these variables, sourcing can be consistent across industry and function when you start with a simple plan and outline the four buckets to find candidates.
The Four Buckets Of Candidates That Compose A Balanced Pipeline:
But, sourcing exclusively out of these four buckets phone number list isn’t enough. We must add a final layer that is incredibly important: diversity. So, not only should you source talent to have a balanced pipeline made up of the four buckets listed above — now you must make sure that the candidates from each bucket are diverse. It can get confusing. Understanding the importance of having a diverse slate of candidates, sourced from a diverse increase your email deliverability to improve your open rate set of pipelines, will help you and your company build a strong employer brand, a consistent culture, and an inclusive environment where everyone can thrive.
Pros And Cons
Referrals
Pros: Referrals are, by far, the most accessible and efficient bucket of candidates. You typically have fewer referrals, but the likelihood of hiring someone from calling list this category is much higher. Using bonuses can also increase the number of referrals. Your cost-per-hire for a referral can be very low.
Cons: If you’re not careful, your referrals could come from the same set of experiences and companies. You could end up with people who think alike, and if you’re not careful, you’ll have an organization, division, or group that all look alike as well.
Be Mindful: To ensure you’re not creating institutional bias, ask your employees to be mindful of diverse referrals along ethnic, gender, and thought lines.
Applicants
Pros: Given the current economic climate, this can be a HUGE source of candidates with a broad spectrum of backgrounds. Traditional applicants can also have low cost-per-hire.
Cons: Given the current economic climate, this can be a HUGE source of candidates with a spectrum of backgrounds! You could end up with a lot of applicants who aren’t qualified and end up only getting a few candidates that fit for the amount of effort needed to review the resumes.