An organization’s backbone for its survival is its talented employees who contribute their might towards its journey of growth and expansion. Therefore, organizations need to define, attract and develop a right mix of critical talent to expand their businesses globally. The necessity of building a talent pipeline should never be underestimated as in the present economic scenario ensuring continuity of talent capable of navigating the company through change is quite crucial. Organizations should have a robust talent pipeline irrespective of whether that talent is nurtured in-house or recruited from outside such as from staffing firms or headhunters.

Building a talent pipeline requires effective talent management that is pivotal to the success of HR strategy that requires the integration of all HR disciplines particularly, the recruitment and selection, performance management, reward and recognition, employee communication and engagement and to some extent employment laws and employee relations. According to the new report published by the Boston Consulting Group and the World Federation of People Management Associations, companies worldwide are facing deficiencies in three important areas of people management and these are managing talent, improving leadership development and strategic workforce planning.

Therefore, there is a necessity for organizations that include staffing firms to build a stream of talent pipeline. This talent pipeline would not only help them cultivate right people who will be able to step into the leadership or higher executive roles but also help them to cultivate people who will able to step into leadership roles successfully with the passage of time. To build a strong talent pipeline the following steps would help the organization in the end.

Determining pipeline goals: Companies or staffing firms should know whom they want to hire. They have to move beyond skills, experience and credentials as pipeline is about finding the right people not just filling up specific openings. They should come up with an ideal employee profile that aligns with their company or client mission, vision and values.

Building relationship: Relationship recruiting is the need of the hour that involves building a lasting relationship. Companies should indulge in building a community, drive conversation through meaningful dialogue and content to provide a better candidate experience. Firms should identify conferences, industry associations and social networks matching the crucial role profile and working with hiring managers and employees for relationship building.

Track the size: Organizations should use the talent pool database to track internal critical role candidates as well as external candidates. The staffing firms can play a crucial role in uniting the business efforts by helping their clients tying HR and recruiting business goals to the overall success of the entire organization.