One of the real pleasures I get from organising #tru events is that I get to meet bloggers that I admire. I’m a big fan of Glen Cathey and his Boolean Black Blog.
Glen is one of the worlds best sourcers and an active recruiter for K-Force in Atlanta. He doesn’t just talk about sourcing techniques, he is carrying out searches every day and putting ideas in to practice.
Glen will be delivering a keynote discussion at the #truMasterclass on the 16’th Feb on the topic of “Candidate pipelining v Just-in time Recruiting.” as well as leading sourcing tracks at #trulondon on the 17’th and 18’th Feb. Glen will also be manning the sourcing booth, where you can book a 20 minute one-to-one session with Glen (or any of the other excellent sourcers) to see how he would go about conducting a search for one of your harder to fill assignments.
Here are Glen’s thoughts:
Candidate Pipelining vs. Just-In-Time Recruiting
Imagine this scenario: Your client or hiring manager calls you up and tells you they just had a critical person on their team quit and they need to start reviewing resumes immediately for a backfill.
What do you do?
• Do you go to your pipeline of candidates to see if you have already identified someone who fits the position?
• Do you post the job and wait for people to respond?
• (corporate recruiters) Do you give the position to an agency?
• Do you run searches in your database or online and begin identifying, contacting and recruiting people who are specifically qualified for the opening?
How would your answers to the above questions differ if the skill set was or was not something that you are routinely required to recruit for?
The Need For Candidate Pipelines
For many recruiting and staffing organizations, proactively building talent pipelines is absolutely necessary in order to ensure that appropriately qualified talent is available when the actual need arises.
It appears to be the ultimate answer to the question of, “What will we do if we get an opening for which we do not have any candidates?” Many people and organizations are looking to reduce their time-to-fill metric, and for most people, if they start recruiting when the position opens, they could be looking at a 30+ day timeframe.
However, I think it is very important to examine exactly why most organizations and recruiting professionals believe that building candidate pipelines is the only answer to filling open positions in a timely fashion.
The answer may seem too obvious, but no one ever seems to directly address it, so I will. I feel that most recruiters must proactively recruit and build candidate pipelines simply because they are unable to deliver high quality and well matched candidates within 24-48 hours of receiving a hiring need from scratch without a pre-built candidate pipeline.
In other words – most people simply can’t do it any other way.
Is there an Alternative to Pipelining Candidates?
Looking back 10-20 years ago, before Google and Bing, online job board resume databases, LinkedIn, etc., I can totally understand why companies would develop proactive candidate pipelining strategies in order to try to ensure that appropriately qualified talent is available when the actual hiring need arises.
Back then, cold calling and phone networking were the only ways to identify candidates other than posting jobs in classifieds, and those methods are slow and inefficient in the first place.
Today, with the ever-increasing access to a growing volume of human capital data in the form of resumes (in ATS’s, job board databases, and the Internet) and social networking profiles (LinkedIn, Xing, Ushi, etc.), recruiters have the tools to be able to identify, engage, and recruit candidates in 24-48 hours without the benefit of any proactively built candidate pipelines.
Just because many recruiters are unable to deliver high quality and well matched candidates within 24-48 hours of receiving a hiring need from scratch without a network of pipelined candidates – it doesn’t mean it’s not possible. Just because developing candidate pipelines is “the way it’s always been done” doesn’t mean it’s the most effective or efficient way to identify and recruit candidates and fill positions in a timely fashion.
The ugly truth is that proactively pipelining candidates ahead of need has many intrinsic limitations and hidden costs that no one seems to want to think or talk about.
There’s always a better way. Let’s discuss it at TruLondon 3!
There are 5 tickets left for #trulondon and 18 for the masterclass. You can submit the questions Glen will address in the masterclass by leaving your thoughts in the comments section below.
Thanks for being an ambassador Glen. I’m really looking forward to learning from your session!
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