Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1. Mohammad Al Radaydeh
Recruitment Product Consultant
LinkedIn
Building a Strong Talent
Pipeline

2. Agenda
• 3 Keys to Success for Pipelining and Proactive Recruitment
• Set yourself up for success. Lay the foundation.
• Build a solid pipeline process
• Don’t forget to find new leads and build a long term
relationship

3. What is Talent Pipeline?
An organization’s ongoing need to have a pool of
talent that is readily available to fill positions at all
levels of management as well as other key positions
as the company grows.

4. 1. Recruiting/sourcing highly-skilled talent 44% Germany
2. Improving quality of hire 30% India
3. Employer brand 25% Nordics
4. Pipeline talent 25% SE Asia
5. Improving sourcing techniques 18% Australia
Research shows that TA leaders are saying that pipelining
talent is in their top 5 priority list
“Which of the following choices would you consider to be
the most important and least important areas of interest
for your organization?”
Top 5 Priorities Priority is #1

5. Metrics
Brand
Jobs
Know where your organization is...
Traditional
Developing
Foundational
Strategic
Reactive, over-reliant on
agencies
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Build internal capabilities
to focus on passive talent
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs on niche boards and
social platforms
Defined employer
brand strategy
Influential talent brand
engaging employees
and candidates
Understanding
of employee
value proposition
Established metrics
and benchmarks
Data driven decision
making
Sourcing

6. ...and why you should go there
Traditional
Developing
Foundational
Strategic
t
Reactive:
High cost
Labor-intensive
Applicant quantity focus
Req to req process
Strategic:
Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process

7. For what kind of roles can you recruit/pipeline for?
New Projects
High Attrition Roles
Hard to fill roles
Internal Mobility
Campus Recruitment

8. How to build a solid
pipelining process

9. Projects, Tags, Sources & Status
Projects Tags Sources Status
Create
uniformity.
Use naming
conventions:
Jobtitle – Country –
City – Recruiter
Financial Controller
– UAE – Dubai - JP
Tags are used to
easily identify
skillsets of
candidates
Have the
recruiters create
tags
No more than
five per role
Keep track of the
source of every
candidate
Use existing
sources
Shows you
where the
candidate is in
your Pipeline
This determines
the overall
workflow of your
team.
Take your time to
determine all the
steps in the
process before
you implement

11. Three scenarios for an efficient pipeline workflow
Prospecting
Developing
Search
Refine
Organise
Reach
Interest
Close
Build
Interest
Close
ReductreioninTimetoHire
Sourcing

12. Also don’t forget pipelining during events
with LinkedIn CheckIn

13. Manage the relationship with your
candidate
Candidate Relationship Management

14. “Continuously and systematically build
relations with potential employees,
current employees and alumni with the
goal of identifying and creating mutual
opportunities”

15. Track leads and keep in contact
Hunt per job opening
Select per job opening
Build a clear proposition
Build relationships
Use own employees as
ambassadors
Share knowledge and
opportunities – Add Value!

16. Interested
Different types of candidates require
different rules of engagement
Hot leads
(followers, subscriptions)
Applicants,
silver
medalist,
Employees,
Alumni
High level of engagement. Keep
contacts warm, by not only using
Newsletters and social media but
by reaching out personally.
Medium level of engagement.
Contact via newsletters,
social media updates and Inmails.
Low level of engagement.
Contact via newsletters and
social media updates.

18. Few months later

20. So what are the 3 keys to Success for
Pipelining and Proactive Recruitment?

21. 1. Set yourself up for success. Lay the foundation.
2. Build a solid pipeline process
3. Don’t forget to find new leads and build a long term
relationship
Three Keys to Success for Pipelining and
Proactive Recruitment

22. Thank you