In the HR world of business recruiting—whether you’re working for a staffing agency or a private company—finding the best candidates exactly when you need them is rarely simple. More often than not, the hiring process is muddled by an overwhelming number of less-than-qualified candidates for the position you need filled, along with a small number of qualified candidates who are not really available or interested.
The traditional recruiting approach has been to develop a talent pipeline as a way of cultivating potential candidates for future employment opportunities, by building and maintaining relationships with a number of desirable applicants. The idea is that when an opportunity becomes available, you’ll have a number of people you can approach who have already warmed up to your company. Unfortunately, this method tends to be wasteful and ineffective.
Why is the traditional talent pipeline method no longer the best approach? Let’s take a closer look:
Now you’re asking yourself, if traditional talent pipelining wastes so much time, money, and talent, how exactly should you approach your recruiting? The answer may lie in Toyota’s innovative idea—Just-In-Time recruiting.
With Just-In-Time recruiting, you don’t waste any time building and maintaining relationships with candidates while there are no positions available. Instead, you only look for candidates in real-time, when a specific position is open.
And instead of spending time building relationships with candidates who may never have anything to offer, you only look at the resumes and candidate profiles of people who fit the job. These people can be immediately identified as good matches for the position when it’s needed, without you’re spending time maintaining a relationship with them. You search for and contact candidates only in direct response to a hiring need.
In order to make Just-In-Time recruiting work for your organization, you’ll need access to a lot of resumes that can be available to you on-demand. To do that, you should develop a candidate database using an ATS system in which all the candidates who respond to a job posting or who you find through searches or referrals are stored automatically.
You can even link your system to social network profiles, for example via the LinkedIn Recruiter Platform, which features a talent pipeline solution in which you can upload information about candidates to be matched with the person’s personal profile on LinkedIn. And even if the candidate doesn’t have a LinkedIn profile, it will save the information for you. With this system, you can count on information that is updated regularly, so you’ll know when a candidate has added something to his or her resume like another job description or a new skill.
Letting go of the traditional talent pipeline can be difficult. You may face an urge to maintain the status quo, but consider this: Just-In-Time recruiting can not only save you time and money, it can also help you find the one, the best candidate for the job at the right time, instead of settling for someone just because they were floating in your talent pool.