Review a Recruiter

Companies get the services of staffing firms for one main reason: they expect them to provide the talents they need. For many reasons, they need positions filled up right away, so they turn to you. This is where a good quality talent pipeline is invaluable — you need to be prepared for situations like this, especially if you want to secure quality candidates. 

This is a winning strategy for any staffing firm looking to gear its business for growth ?

Great recruiters who take a proactive approach to cultivate connections with potential candidates get an edge over the competition.


When recruiters build talent pipelines, they eliminate the need to start from zero every time a position needs to be filled. They can simply select from the existing roster of talents and find the right match for the job. These candidates will most likely have built a relationship with your staffing firm and, with great candidate experience, deem you as their recruiter of choice.

But these aren’t the only benefits. Having a quality talent pipeline can also effectively help you meet recruitment metrics and goals. All these inadvertently help you improve your recruitment process and boost your recruitment brand reputation.

  • Reduce time-to-hire. The reality is, finding quality talent takes time, especially if you’re hiring for highly technical industries. According to a LinkedIn report, almost 70% of companies take between one to four months to fill a role. This costs not only you and your client precious time but also valuable resources as the costs of prolonged hiring also go up. But with a talent pipeline in place, you put yourself in the position to be part of the 30% who hire more quickly. This results in fewer costs and time and inevitably a more satisfied client.
  • Improve quality-of-hire. When you’re pressed for time, it’s easy to make a recruiting mistake that can lead to a bad hire. Having a quality talent pipeline is one of the best recruitment strategies you can make because it gives you room to be strategic and plan for the long term.  This puts you in the position to source the best candidates possible and even diversify your talent pool, improving the quality of hire.
  • Deliver stellar candidate experience. The best candidate experience is one that’s personal and hands-on. When done right, nurturing talent pipelines result in a group of potential candidates that are highly engaged and relationally drawn to your recruitment brand. This is a more candidate-centric approach that provides a more positive candidate experience than traditional job postings. The key distinction is that in talent pipelining, your recruiters are not solely focused on filling in a position. Instead, their goal is to build good relationships with quality candidates to meet future talent needs.

When you invest in building a talent pipeline, you’re essentially investing in a better recruitment process. All of these recruitment metrics point to one result: increased return on investment. This applies both to your client and to your staffing firm as it impacts your business positively.


Now that we know what talent pipelining can do for your staffing firm, let’s discuss how you can integrate it into your recruitment strategies.

  1. Identify client needs and set strategic priorities.

One thing that sets great recruiters apart from the rest is this: they are prepared for any potential need their clients may have. So although it can be challenging to wear a planning hat, it’s a recruitment skill that can set your recruitment brand apart.

One way you can do this is by keeping in touch with your client’s internal HR team, identifying labor trends, and conducting market research to gather the data you need. It might require a little more effort, but the insight you can get from your research can provide the foresight you require to identify the kind of talent you might need, especially for technical niches like IT.

Opportunity favors the ready, so best to be prepared for it.

  1. Use a multi-channel strategy.

Once you’ve identified the talents you need to fill in your pipeline, the next step is to be where the candidates are. Candidate sourcing should be done across multiple channels to make sure you cover all your bases.

  • Social media: These days, social media platforms are effective ways to source candidates. LinkedIn tops the list regarding efficiency and effectiveness with its extensive database of professionals and job-specific keyword search options. However, you shouldn’t discount other platforms like Twitter with easy hashtag searches and Reddit forums where many IT professionals connect.
  • Referrals: This is known to be one of the best sources of quality candidates — 82% better than other sources, to be specific. So, collaborate with your client’s internal HR team to establish a referral program, if possible.
  • Networking events and forums: A great way to reach talented passive candidates, networking is one of the most underrated but game-changing skills in the recruitment world. Managing a talent pipeline doesn’t only entail hard-selling your recruitment firm right away. It can be done even by joining online forums, providing your advice or inputs on relevant conversations, and delivering value to potential candidates through your expertise. This is a great way to build strong connections because it’s primarily hinged on a relational approach instead of a transactional approach.

As you build your roster, it’s good to keep in mind that managing a talent pipeline entails continuous effort. To create a sustainable pool of potential candidates, you’ll have to source candidates regularly and proactively.

  1. Know your value proposition.

Although value propositions are typically mentioned in the context of Employee Value Propositions (EVP), it doesn’t mean that the same principles can’t be applied to sourcing and recruitment. Offering a value proposition essentially entails defining the benefits candidates can get when they choose to partner with your staffing firm in their professional journey.

Having a ready-made “recruitment value proposition” can equip your recruiters with the sales pitch they need when reaching out to potential candidates.

  1. Amp up your recruiter communication.

The main thing that strengthens your quality talent pipeline is communication. After putting in the effort of reaching out and building rapport, the last thing you want is for your lead to grow cold because you failed to keep in touch. As with any relationship, you have to communicate with your potential candidates to stay top of mind. You can do this through a good recruitment marketing strategy of consistent social media posts, email marketing, webinars, or even virtual job fairs. 

You can get as creative as you like. The bottom line is to keep your talent engagement high.


Great Recruiters understand that having a quality talent pipeline can help create a personal candidate experience in a highly transactional business. Our online reputation management software lets you capture your candidates’ reviews at essential touchpoints in the candidate journey and get the data you need to calibrate your recruitment strategies. Even better, you can convert positive reviews into testimonials so your brand can build credibility and trust among the talent pool.

Request a demo today to get started on the first steps to becoming their recruiter of choice.