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Four strategies to build a strong talent pipeline


For some employers, the recession has given them the opportunity to lighten their payrolls by releasing underperforming employees. But if that’s all an employer sees, they are missing the golden opportunity to develop a talent pipeline to avoid the costly feast-or-famine syndrome when filling positions in the future.{{more}}

Instead of going back to business as usual as the economy turns around, it would be advantageous for organizations to begin to develop their talent pipeline to specifically attract the calibre of candidates that meet their new requirements. The first step, of course, would be to define the kind of talent the organization would like to attract. Once that is completed, here are four strategies to fill that talent pipeline in the short and long term.

Employee involvement: Now more than ever, experienced professionals flood the job market and are more open to listening and learning what they will need to do in order to land and keep a position. As an employer, use your current employees to help vet these types of candidates who may be job hunting. Create an incentive program, so employees are rewarded for bringing good people to the table.

Internal development: Talent development can also be internal. Taking the time to provide professional development opportunities for current employees could uncover hidden talent and potential within the ranks. The tendency in lean times is to cut back or even eliminate training, but smart companies maintain or even increase professional development opportunities, so their people are prepared for the economic rebound.

Attract interns: College students entering the market recognize that their choices are limited compared to a few years ago and that the competition is fierce. Many know that in order to land a decent job, some kind of internship experience is necessary and they are willing to put in the time while still in school to get that experience, whether it’s paid or unpaid.

High school visibility programs: Too often employers overlook the power of introducing their company at an early age to high school students. Hosting and participating in programs aimed at high school students makes the hiring process easier. Students are usually only familiar with the big name companies, and many less recognizable organizations miss opportunities to introduce their company, and even new careers, to a captive audience of high school students.

Reviewing ways to keep the flow of candidates who are ready to move into and up within the company, especially now that there is an abundance of talent, can only work in the favour of the organizations willing to plan ahead and anticipate when the tides will turn.

Karen Hinds is “The Workplace Success Expert.” For a FREE SPECIAL REPORT on Avoiding Career Killers in the Workplace, send an email to
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