Thursday, August 6, 2015

How to build a talent pipeline that will keep your enterprise growing in the right direction.

CRM, CRM consulting, Customer Relationship Management, Miami Salesforce, Miami Salesforce consultant, Miami Salesforce consulting, SkyPlanner Tips of the Trade, South Florida Salesforce consultants,

Here at the SkyPlanner offices we know that whether you're a growing small business like us or a well-established corporation, the key to success is having the right people in place at every position within your enterprise. The problem lies in finding those people, which can be an incredibly difficult and expensive process.

We've scoured the web for the best ways to build a strong talent pipeline and have created a thorough list of steps you can take to achieve that goal; steps we feel will help you minimize the time and resources spent recruiting the very best:  
Prioritize where you pipeline
Focus on skills your business recruits for repeatedly and roles that are hard to fill. This will increase your chances of filling these roles quickly, reducing cost per hire and time to fill.
Pre-screen for top performers
Save time: before placing a candidate in your pipeline, find out from mutual connections whether they are a cultural or performance fit.
Get hiring manager commitment
The best pipelines are built in partnership with hiring managers. Get buy-in by explaining the benefits of pipelining in terms they can understand - instead of talking “time to hire” use metrics such as “getting X people to sales productivity Y weeks earlier.”
Stay organized
Create one “source of truth” to keep your team on the same page. Use it to keep track of candidates contacted, responses, and interest levels.
Treat your pipeline with respect
Consider your pipeline a community, not a database. Respect the candidate’s time by asking him/her, “How often would you like to touch base?” To deliver what you promise, send yourself calendar reminders to continue the conversation.
Personalize your message
Have a real reason to message someone – for example, an article that reminded you of a conversation or a work anniversary congratulations. Encourage your recruiters to brand themselves and personalize their messages.
Stay visible and accessible
Rather than hounding prospects relentlessly through labor-intensive conversations, stay top-of-mind by using indirect channels like LinkedIn status updates and Twitter. Post articles about your company and industry to keep them interested.
Embrace a culture of networking
Encourage your team to get out of the office to attend industry events. Set up a referral system for passive candidates even when jobs aren’t available. 
Set clear targets for your team
Know your ratios of screens to hire to estimate how many people to engage to reach your goals. Create a plan for how many of each skill set they need to find, shortlist and submit each week.
Measure progress
Create a pipelining strategy that pulls in talent from multiple channels like Job Applications, Employee Referral Programs and Direct Sourcing. Measure which ones produce the most hires over time.
Recognize success
Provide special public recognition for every hire resulting from your pipeline. Acknowledge recruiter-hiring manager duos who successfully collaborate to fill your pipeline with quality candidates.

SkyPlanner, South Florida's premier Salesforce consulting company, knows the importance of having only the very best personnel ready and able to provide the best service to our customers. And we take necessary steps every time we look to add to our already stellar team. It's one of the many reasons we take pride in everything we do and in continuing to grow as a Costumer Company!