Having a strategy in place for building your Talent Pipeline is key if you are to achieve your staffing goals this year.

Our article outlines some key factors to help this process.

In this section, we will look at the different elements you should consider and the strategies to build your post-Covid-talent pipeline.

  • Communicating Your Value

When a prospective employee learns who your business is , almost without fail, the first thing they will do is "Google" you to look you up online – what will they find?

An out of date website, no reviews and social media profiles that are only updated sporadically?

If this is representative of your organisation, it doesn't showcase you in a good light and put's you on the backfoot in the mind of the prospective employee.

Put yourself in their position and think about how you would feel about wanting to come and work for a company which you can barely find any information about.

Candidates need to be able to visualise themselves working for your company to push them to reach out to you – and you can do this by having an excellent brand profile across various if not all digital channels.

Update your social media regularly, and not just with brand-promoting messages.

The relationship between you and potential candidates needs to be mutually beneficial – share content and articles that they will find both engaging and useful.

 

  • A Focus on Health and Safety

Health and safety are at the forefront of everyone’s minds right now, and employees will not apply to places where they feel it might jeopardise their health. We are seeing this first hand. 

Keep your website up to date with a section about careers and include an update on your website and social media to show how you are handling the ongoing Covid crisis to instill that confidence.

 

  • Social Proof
    Social Proof

A key part of building your talent pipeline is your employee advocacy strategy and other social proof.

Do you have a section on your website dedicated to customer or client testimonials, reviews or employee advocacy?

In the age of the online review and even more so since Covid struck, candidates want to know that you are a transparent employer whom they can trust implicitly. Employer review websites are on the rise – what does your reputation say about you? Are you a responsive employer which candidates can reach easily? Having a responsive H.R. team in place to build candidate relationships is a must for a successful talent pipeline.

Once you have all these elements in place to attract great candidates, your recruitment process will now start to work to secure your talent pipeline in place.

Can We Help ?

We have placed and filled over 110,000 temp and permanent assignments over the last 29 years so have a range of techniques, ideas and platforms which could help you. Why not call us on 0113 367 2880 have a conversation with one of our team. Alternatively drop us an email here.

 

 

 

About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry