Creating a talent pipeline instead of hiring !

If you were the head of a company, would you not have liked having options of various prospective and probable candidates at the ready? This is exactly what we discuss with the concept of ‘Talent Pipeline’. The idea behind this concept addresses the very issue of hiring people matched against a sort of candidate pipeline that you may maintain and choose from whenever you needed. As a company, it would be comforting to know that you have already shortlisted candidates and kept them at the ready. You could devise the structure of the pipeline in a way that the shortlisted candidate that you choose becomes a part of your company momentarily after being communicated so. The structural integrity of this pipeline could be coherently factored to best serve and suit your organisation’s constitution. Apart from this prominent beneficial factor, you also give your recruiting team a rest for good; you only deploy your recruiting team whenever you have exhausted the shortlisted candidates. While the team is not hiring, they could essentially contribute to the betterment of your company. This would ensure resourceful, economical and judicial usage of your currently employed talent pool, and if any contingent situation were to arise, you always have eventuality measures lined up. As a prospective candidate, it would be reassuring to know that you have a position at a company, albeit the fact that the probability of employment may well be very probable. You could always have the job should the company come across any contingent measures and were to reach you. This factor is comforting since you have a better probability of employment as compared to anyone suffering from the obstinate problem of not being employed, or in this [...]

By | 2015-05-20T05:57:11+00:00 May 20th, 2015|Blog|0 Comments