Overcome Brand Weakness

Most companies invest heavily in their employer brand, which means your competition has increased. With a pipeline of talent, you have time to "sell" your brand to quality candidates. There are various methods that can be used to give candidates a real feel of what it would be like to work for your business and to inform them of what your business stands for; it's culture and ethos. 

Competitive Advantage

It is widely recognised that a talent pipeline is an effective talent acquisition strategy, but many companies believe it a time consuming and difficult approach to implement. Therefore if you adopt this strategy, you'll have a head start over your competitors who are avoiding it. 

Shortening Time to Fill

When a critical vacancy arises, you will have a bank of candidates that have been identified, vetted and have an active interest in your company. This will save a lot of the legwork and shorten your time to fill. 

Higher Quality of Candidates

With demanding Hiring Managers, deadlines and targets sometimes recruiters have to make rash decisions or quick judgment calls. A talent pipeline removes some of this, as it gives you more time to know the candidates, understand them and assess their skills, abilities and motivations. 

Identify Emerging Talent

A talent pipeline can give you the opportunity to identify and nurture rising talent before your competitors even know they exist. This forward-thinking recruitment strategy can have a positive impact on your talent acquisition for years to come. 

Higher Retention Rates 

A talent pipeline not only gives you the opportunity to get to know the candidates, but it gives the candidates the opportunity to get to know you. As a result, when they accept your job offer they will have a good "feel" of the company and role. They are less likely to be rushed into the role and apply for a role that's not right for them. 

Superior Candidate Experience

This is a hot topic at the moment. With the rise of social media, a poor recruitment experience can spread rapidly and lead candidates to portray your business negatively. A talent pipeline is very candidate-centric. It opens the channels for dialogue, engagement and questions. 

• Your Research Consultant will be assigned to develop and maintain your talent pipeline. 

• You and your potential candidates will have one point of contact, ensuring consistency. 

• Our Research Consultant will become a virtual extension of your in-house team.

• We work to accommodate most budgets and will agree with you costs before starting a project.