3 Tips to Build your Candidate Pipeline
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The document provides three key tips for building a candidate pipeline, focusing on the importance of sourcing channels (inbound vs. outbound), assessing the volume of candidates from each source, and ensuring the quality of candidates. It emphasizes evaluating the time invested in each channel against the output, and the need to distinguish quality candidates from high-volume sources. Overall, it advocates for a strategic approach to maintaining a healthy candidate pipeline.
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3 Tips to Build your Candidate Pipeline
- 1. 3 Tips to Build Your Candidate Pipeline This post is based on the sixteenth episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan.
- 2. #1 Channels Where you get your candidates from is one of the most important things you can pay attention to. And, there are two distinct categories - inbound and outbound. Simply put, candidates are coming to you, or you are out chasing them.
- 3. #2 Volume Having high volume is vital, for obvious reasons. But it's important to assess how much volume is coming from each outlet to determine what's working. If you have a channel, for example, that you're keeping open, but only produces one candidate a month, it may not be worth your time. Always assess how much time you're investing into a channel versus how much volume you're getting out.
- 4. #3 Quality If you have a lot of channels, all high-volume, but none of the candidates make it through your process, you're just spinning your wheels. With high volume channels, it's normal to have more candidates that are lower quality. This means separating quality from these high- volume channels is essential.
- 5. With a focus on channels, volume, quality and how each work for your organization, you can create and sustain a healthy candidate pipeline.
- 6. learn more at codesignal.com