How to Build a Talent Pipeline With Personalized Talent Search

The talent acquisition landscape is complex, and identifying and securing the best candidates for your organization requires a mix of innovative practices. Leveraging diverse sourcing channels, fostering candidate engagement, and using data to drive search and selection processes are just some of the ways HR teams can build a talent pipeline that aligns with their organizational goals.

With personalized search FinneyTaylor Consulting Group in Canada, recruiters can find candidates that better meet their hiring needs—whether expressed in terms of job description content or search queries. Talent Solution uses ML to interpret these search criteria and generates recommendations on the fly. The result is higher quality candidates with a shorter time to hire, and a more effective use of recruiters’ time.

Use the default search fields provided to your system or add your own customized search criteria. The system remembers the most recently used search criteria for your convenience, and you can always select Start Over to reset the form. When you use Talent Search, ratings in ongoing Calibration sessions show in your results (unless you’ve turned them off).

The search form lets you select up to 10 search criteria to create a shortlist of candidates to review. Choose from a list of pre-defined filters, such as location, expected salary, years of experience, gender, or education level. You can also customize the order of the columns displayed in your search results by dragging and dropping them, and Avionte will remember your preferences for each new search.

When a new requisition is created, hold a kickoff meeting as soon as possible to learn about the role and align on must-have and nice-to-have qualifications for the position. Work with your hiring manager to gather a list of sourcing channels where the ideal candidate may have a presence and any role-specific keywords to search for.

Conduct a thorough assessment of each candidate through interviews, assignments, skills tests, and reference checks to evaluate whether they can do the job well. This will help you reduce the number of candidates screened out early in the process, and move your top candidates through to the offer stage faster.

Provide a stellar candidate experience that boosts your brand and helps you engage with candidates beyond the recruitment process. Recruiters who communicate well with applicants, are highly responsive to questions and concerns, and engage in meaningful conversations have more positive feedback about their recruiting experiences and the company as a whole—and are more likely to recommend it as a workplace.

Archiving candidates who weren’t hired is important for talent pipeline management. It ensures that you’re always able to easily locate the candidates you’ve already invested time in and deemed qualified, and allows you to keep the door open for future opportunities.