Previously, I posted the question:
As a hiring manager, what is your job?
The reply I often got was “hiring the best people for the team.”
Right! Except that it is not that helpful. It doesn’t tell you what you should do.
Take cooking as an example. To a cook, “making delicious dish” is the goal. His job is to prepare the right ingredients, perform all the steps in the recipe and actually create the dish.
Likewise, “hiring the best people” is the goal of a hiring manager. His job is to build a recruitment pipeline and fine-tune it.
A recruitment pipeline is a systematic process whereby you market your company to potential candidates, with the goal of converting them to your employees.
Below is an example of the recruitment pipelines I have built for my ex-employers.
Notice so far I have used a few marketing keywords: “market”, “words of mouth”.
This is because tech recruitment is not just about screening potential candidates. It is a type of marketing.
In consumer marketing, you promote a product to your targeted customers as something they desire.
Whereas, in tech recruiting, you promote your company as a desired workplace to job seekers who fit your description of “ideal employee”.
You are promoting your employer brand.
As a result, the usual digital marketing techniques are applicable to tech recruitment.
We have in-bound, out-bound and viral marketing equivalents for tech recruitment.
1. in-bound sourcing – e.g. post a carefully crafted job advertisement on job sites to attract active job seekers to apply to you.
2. out-bound sourcing – e.g. go after passive job seekers – people who are interested in new opportunities but aren’t actively looking for one.
3. viral sourcing – build an employer brand, engage with the local tech community and have words of mouth recommend candidates to you.
Read More: The best channels for tech talent sourcing.
You can view recruitment pipeline as a system where many processes – sourcing, screening, etc. work together in unison, towards getting the best talents to join your organisation.
Therefore it is more important to learn how to build the system rather than instinctively trying out a dozen of different techniques.
Starting from the next email, I will show you how to build a recruitment pipeline.
Obito “the pipeline architect”
P/S: Do not forget the human touch. Because no marketing is more personalized than recruitment. Almost every step in the pipeline requires personalized communication with the candidate to keep him engaged.
Previous: Email 1 – The Talent Race.