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With COVID-19 still at our doorstep, just like everything it has completely transformed recruitment and hiring practices. In these unprecedented times, it is vital for companies to have a talent strategy for the next hire-to-role for the company. In the current COVID era, some organizations tend to wait for existing employees to leave, before finding new people to recruit. This lack of farsighted vision can result in limiting the company growth and compromise the existing team.

Analyzing Talent Pipelines

To put through in a simple set of words, a talent pipeline is a set of people your company may want to hire in the future. These people are considered for any new roles that might open in the future or for existing roles that may require new people, as replacements or otherwise. At a time like this, it’s important for companies to create brilliant talent pipelines since patterns of jobs, recruitments, and economies are facing gradual shifts. The question that arises here, is how to do that? Let’s take a look:

1. PLAN BEFORE THE TIME OF NEED

Planning ahead of time is an important part of your strategy. Your planning should include pointers that help you strategize better. Start with determining what kind of roles you need, get buy-in from stakeholders, and indulge in employer branding.

2. LOOK FOR CAPABLE CANDIDATES

Look for candidates who are capable and efficient. The easiest and the most relevant way to find them in today’s times is through social media and internal databases. In addition, holding webinars, staying active on social media, and promotions on the same will attract the right people for your organization.

3. DO YOUR RESEARCH‍

Look for any mutual connections that you might find before adding someone to your pipeline. Find if your top search is a person who is a cultural fit and can deliver superior performance.

4. BELIEVE IN THE POWER OF COLLABORATION

It is hard to create a pipeline entirely on your own. Believe in the power of collaboration and ask for help. Create a team of hiring managers, recruiters, and even your employees, for much better results. Once you strategize the details of your pipeline, engage with your candidates and have potential people in mind.
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Here are some tips as to how to make your talent pipeline more ‘efficient’:

1. FOCUS ON SKILL SET

While building your pipeline, look for people with an incredible skill set that aligns with your requirements. Look for people who will help you achieve maximum potential with their acquired skill set.

2. RESPECT YOUR PIPELINE

Your pipeline is a community and not just a set of potential options. Their time is equally valuable and should be respected. Form a sense of accessibility on your part and respect their time and talent.

3. ENGAGE WITH THE WHO YOU APPROACH

For positions that are yet to be open, it might be difficult to attract people. In order to engage them, be honest about not having immediate openings. Work out the details, while showing genuine interest in their talent and their time. It is important to establish trust before engaging more.

How will this work in a COVID world?

As the world stands in midst of a pandemic, there are major changes that come along. Strategies like Internship programs, social media, and how companies make the use of it, will eventually determine and bring new talent in the picture. The first and initial steps will still be the same, with additions and renovations in the approach as times change.

‍Conclusion

There is a noticeable change in talent management strategies in this COVID era. It is important for companies to shape their strategies for creating pipelines in the new normal. The above-mentioned steps and strategies align well with these new changes and can help your organization to create stunning talent pipelines. These tips will help in improving candidate quality and reduce the time to hire new candidates.

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