What a Candidate Pipeline Has to Do with Flossing & Dental Hygiene

Scroll down to read more!

What a Candidate Pipeline Has to Do with Flossing & Dental Hygiene

Scroll down to read more!

Table of Contents

candidate-pipeline-building

Candidate pipelines are great except we never really think about them until it’s already too late. Building a talent pipelines is a lot like flossing. You always forget and don’t do a good job remembering to take care of your pearly whites until that dental appointment looms on your calendar just two short weeks away.

With the current technology available, building a talent pipeline are less expensive and less time consuming than they ever were before. Back in 2007, I built my talent pipeline using a referral network using email, an iPod prize giveaway and an Excel spreadsheet.

I hate going to the dentist although I’ve never had cavity problems with my teeth. It’s the flossing, the mouth washing and tooth brushing that wasn’t a chore. But once I discovering things like water picks and electric toothbrushes, I was more productive and effective with 4 minutes (2 in the morning and 2 in the evening).

Building a Talent Pipeline is Just like Flossing

Dental hygiene is just like talent pipeline’s in that the strategy is a preventative one. Finding and recruiting great talent at your company will never be going away. It happens on occasion, and when that time comes, recruiters and hiring managers who take a strategic approach to building their pipeline of candidates before an opening comes to fruition make for happier employees, managers and recruiters because there are time for things like expectations and understanding.

Recruiting Candidates is a Moving Target

Recruiting and staffing numbers are a moving targeting making scaling a priority. Scaling in situations when it comes your talent pipeline are certainly a concern as I mentioned when your staffing numbers for the upcoming year or quarter are constantly fluctuating. This fluctuation is the reason that recruiting teams should really consider an ongoing recruitment funnel regardless if there is a job opening now or at a future point in time at your company.

Make candidate pipeline building a regular part of your strategy

  • Make constructing a candidate pipeline a regular component of your plan because we are in fact “always recruiting” and must of our position openings are cyclical, predictable and yet ever changing.

Schedule regular check ups with your hiring managers 

  • Set up frequent follow-ups with your hiring supervisors and division leaders for staffing planning, checking in and understanding their own numbers forecasting.

Preventative approach is best.

  •  I personally, always feel a little guilty when I meet with the dentist or hygienist fully knowing I just starting flossing last week.  While I’m a fan of adrenaline and the rush you get when you meet and exceed deadlines, I’m not a fan of doing interviews the day after Thanksgiving because our staffing headcount changed by 75 December 1.
Did you like this post? Share it!

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

Episode 406: Digital Equity, Inclusion, and Accessibility With Oneisha Freeman and Nikhil Deshpande

Workology Podcast powered by PEAT with Nikhil Deshpande and Oneisha Freeman talking about making the digital world accessible for all people....

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

Episode 406: Digital Equity, Inclusion, and Accessibility With Oneisha Freeman and Nikhil Deshpande

Workology Podcast powered by PEAT with Nikhil Deshpande and Oneisha Freeman talking about making the digital world accessible for all people.
best business books for HR consultants

The 8 Best Business Books for HR Consultants

Want to develop your HR consulting skills? Get our list of the best business books for HR consultants right here.
Interview questions for chief people officer

List of Interview Questions to Ask a Chief People Officer Candidate

Interviewing for a Chief People Officer requires a thoughtful approach to assess leadership, HR expertise, cultural alignment, and ability to drive organizational change.

Episode 405: Writing Honest Job Postings to Attract the Right People With Katrina Kibben

Workology Podcast interview with Katrina Kibben on how to write job postings the right way to attract the ideal candidates.