5 Ways to Build Your Talent Pipeline
Last week I shared four reasons why you need a talent pipeline. The growth, productivity, resiliency and future of your business depend on one. But, when and how do you effectively build one? Here are five critical ways to create a pipeline that will sustain your business for years to come.
1. Start where you are
I urge new companies to plan from the beginning and strategically plan their personnel needs over a 5 year period. This plan includes growth, but also replacement. As I indicated last week, emergency preparedness – on many levels – is critical to include in your talent pipeline. If you’re a well-established company and have no talent pipeline in place, start now. It’s never too late to begin thinking forward. Prioritize the effort and build it into your HR work flow.
2. Look inside, look outside
It’s easier to keep great employees than hire new ones, so look inside your company to identify the right talent for the right position. When your needs might exceed available talent, you have to look outside your company to identify individuals who have the skills you seek. But, as you’ll next read, skills aren’t enough to consider when building an effective talent pipeline.
3. The power of employer branding
You’ve all heard the phrase, “He just wasn’t the right fit,” and you know what it means. If the exceptional new talent you want to hire doesn’t connect with your company’s work culture, he won’t last. You avoid this pitfall by attracting the right employees. You do this by marketing your company’s vision and values, what kind of people you hire and the culture of the workplace. We’ll dive into this topic more in the coming weeks.
4. Engage, engage, engage!
As you identify talent that fits your future needs, don’t just move their personnel data into file. Get to know them, especially if they stand outside your company. This is an effective way to continue the thread of employer branding. Stay in touch, network, and turn that talent into an advocate for your company. Their connections could benefit your company even before they earn a paycheck.
5. Consult a third-party specialist
If you’re unsure what steps to take in building your talent pipeline, or you’re unclear about employer branding and talent engagement, perhaps you need to consult with a third-party specialist that knows your industry. Experienced Talent Acquisition and Management specialists know the questions to ask and the process to follow in building a talent pipeline that fits your needs. Be sure to consider a third-party specialist that knows the oil and gas industry. It’s like no other. Your specialized needs deserve specialized talent.
Ready to build your talent pipeline? If you still have questions, call or email me today.
- Molly Haefele
Last week I shared four reasons why you need a talent pipeline. The growth, productivity, resiliency and future of your business depend on one. But, when and how do you effectively build one? Here are five critical ways to create a pipeline that will sustain your business for years to come.
1. Start where you are
I urge new companies to plan from the beginning and strategically plan their personnel needs over a 5 year period. This plan includes growth, but also replacement. As I indicated last week, emergency preparedness – on many levels – is critical to include in your talent pipeline. If you’re a well-established company and have no talent pipeline in place, start now. It’s never too late to begin thinking forward. Prioritize the effort and build it into your HR work flow.
2. Look inside, look outside
It’s easier to keep great employees than hire new ones, so look inside your company to identify the right talent for the right position. When your needs might exceed available talent, you have to look outside your company to identify individuals who have the skills you seek. But, as you’ll next read, skills aren’t enough to consider when building an effective talent pipeline.
3. The power of employer branding
You’ve all heard the phrase, “He just wasn’t the right fit,” and you know what it means. If the exceptional new talent you want to hire doesn’t connect with your company’s work culture, he won’t last. You avoid this pitfall by attracting the right employees. You do this by marketing your company’s vision and values, what kind of people you hire and the culture of the workplace. We’ll dive into this topic more in the coming weeks.
4. Engage, engage, engage!
As you identify talent that fits your future needs, don’t just move their personnel data into file. Get to know them, especially if they stand outside your company. This is an effective way to continue the thread of employer branding. Stay in touch, network, and turn that talent into an advocate for your company. Their connections could benefit your company even before they earn a paycheck.
5. Consult a third-party specialist
If you’re unsure what steps to take in building your talent pipeline, or you’re unclear about employer branding and talent engagement, perhaps you need to consult with a third-party specialist that knows your industry. Experienced Talent Acquisition and Management specialists know the questions to ask and the process to follow in building a talent pipeline that fits your needs. Be sure to consider a third-party specialist that knows the oil and gas industry. It’s like no other. Your specialized needs deserve specialized talent.
Ready to build your talent pipeline? If you still have questions, call or email me today.
- Molly Haefele