Hiring is hard. Finding the right people at the right time feels like chasing shadows. But what if you had a list of great candidates ready before you even needed them? That’s what a talent pipeline does—it helps you hire smarter, faster, and with less stress. A LinkedIn report showed that companies with strong talent pipelines fill roles 50% faster and reduce hiring costs by 30%.
What Is a Talent Pipeline?
A talent pipeline is a group of people who could be a good fit for your company. They might not be looking for a job now, but they’re interested in your company. Keeping in touch with them gives you a head start when a job opens up.
Why Do You Need One?
The job market moves quickly. Skilled professionals often receive job offers within 10 days of starting a job search. You’re already behind if you begin your search after a role opens.
With a pipeline in place:
- You can start hiring immediately.
- You don’t depend on job ads alone.
- You can match people to roles better.
- You can reduce pressure on your recruiting team.
A pre-built list of potential hires turns hiring from reactive to proactive.
Steps to Build a Talent Pipeline
1. Know What You Need
Think about the roles you need to fill in the next year. What skills and experience should those people have? This helps you focus on finding the right candidates.
2. Find Potential Candidates
Look for people who fit your future needs. They could be:
- People who applied before but weren’t the right fit at the time.
- Employees at other companies who have the skills you need.
- Recent graduates or interns who showed promise.
- Use job boards, social media, and networking events to find them.
3. Keep in Touch
Once you’ve found potential candidates, stay connected. Send them updates about your company, invite them to events, or share industry news. This keeps your company on their mind.
4. Build Relationships
Talk to your potential candidates regularly. Ask about their career goals and share how your company could help them achieve them. This builds trust and makes them more likely to consider a job with you.
5. Use Technology
Tools like applicant tracking systems can help you organize and manage your talent pipeline. They can remind you to follow up with candidates and keep notes on your conversations.
6. Invest in Employer Branding
A talent pipeline won’t work if people don’t want to work for you. Make sure your brand is attractive:
- Keep your careers page updated.
- Share employee stories on social media.
- Highlight your mission and values.
- Offer transparency into your culture.
Candidates today care about purpose and people—not just pay.
According to Glassdoor, 75% of job seekers consider an employer’s brand before applying.
7. Involve Hiring Managers Early
Let hiring managers get to know pipeline candidates before there’s a vacancy. That way, they can:
- Give feedback on fit.
- Build rapport early.
- Speed up hiring when the time comes.
This also helps align expectations and reduce last-minute surprises.
8. Track and Improve the Pipeline
Your pipeline isn’t a one-time project. Measure how well it’s working:
- How many candidates convert to hires?
- How long do hires from the pipeline take?
- Which sources bring the best talent?
- Are pipeline hires staying longer?
Use this data to keep refining your strategy.
Benefits of a Talent Pipeline
Faster Hiring: When a job opens up, you already have candidates in mind.
Better Matches: You’ve had time to get to know the candidates and understand their strengths.
Cost Savings: You spend less on advertising and recruiting fees.
Improved Diversity: You can focus on building diverse candidates over time.
Challenges and How to Overcome Them
Keeping Candidates Engaged: Regular communication is key. Share updates and show genuine interest in their careers.
Managing the Pipeline: Use tools to stay organized and set follow-up reminders.
Changing Needs: Regularly review your pipeline to ensure it aligns with your current and future hiring needs.
Conclusion
Hiring doesn’t have to be rushed, costly, or chaotic. When you build a talent pipeline, you hire more easily and with better results.
This approach takes time and consistency but pays back in smoother hiring, stronger candidates, and lower costs. Whether scaling a team or preparing for future growth, starting a talent pipeline today will help you tomorrow.
Ready to streamline your hiring process or develop an internal mobility strategy that works? Contact us today to discover how our solutions can help you build a stronger, more engaged team for lasting success.