Hiring Play 2/10: How to build a stronger talent pipeline? [with ready examples]

Hey guys 👋 This guide is tailored for SMEs and startups aiming to attract cool talent [and retain them!]

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Scenarios

If you need to…

• Expand your candidate pool
• Create a positive candidate experience
• Reduce time-to-hire

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Actions

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1. Craft the talent pipeline proactively

Identify your company’s long-term goals and your employee personas.

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2. Utilize a centralized CRM or HRIS Tool

Make your job easier by using HRIS tools instead of spreadsheets.

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3. On a tight budget? Think about a free CRM

Even if CRM is designed for sales, it's perfect for a talent pipeline too. In HubSpot, you can track up to 1,000,000 candidates for free and without an expiration date.

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4. Track candidates collaboratively

Choose platforms with Kanban boards to simplify candidate tracking for your hiring team. See how it looks in Juggl ATS:

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5. Сentralize candidate data [if you haven't already done so]

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6. Use extra tools

- To quickly evaluate candidates, employ CV keyword screening tools or AI resume screening.

- Sync ATS with Google Calendar, Calendly, and task-tracking tools if you haven't already. Everyone will thank you 😉

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7. Cast a wide net to nurture the talent pool

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7.1 External sourcing

- Maintain connections with former employees.

- Tap into the global talent pool hassle-free with Employer of Record providers like Juggl.

- Set goals for recruiting diverse talent.

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7.2 Internal sourcing

- Draft a succession strategy for when

• key employees leave the organization,
• your business reduces recruitment costs.

- Keep employees informed about potential career opportunities within your company to prevent them from seeking career opportunities elsewhere.

- Provide training and mentorship to high-potential employees.

- Offer cross-functional or cross-department projects to high-potential employees.

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