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Recruiters: How to Manage Your Talent Pipeline

With year-end budgeting and the uncertainty of government task orders, you never know if you should be recruiting or updating your resume. Great recruiters know that you are only as good as your most recent hire, and even if you are in a lull, you never let your talent pipeline go dry. So what do you do?   

Perfecting Your Search for Candidates – You have a search string that you always use, but when was the last time you updated it? Borrow from SEO marketing: mix it up and add in more keywords in your searches. Why? Candidates think of themselves and their skills very differently than you do. You will need to find the right combination of keywords to find those elusive candidates.

Organize Your Candidates into Folders – You are in a search and find a great candidate, but you don’t have a requisition for them right now. Don’t lose that candidate, save their resume to your Folders. Set up Folders for key skill sets that you know you will be searching for in the near future.  

Building Your Network(s) – Are your job postings up to date? Have you posted on your LinkedIn profile lately? Have you answered those Facebook messages? Keeping all forms of communication current and accessible helps you reach out to the best candidates quickly.

You never know when you will have to launch a full scale talent campaign within 72 hours.