Need to build a talent pipeline? Where do we begin?

Need your talent pipeline well-stocked for the new financial year? It may seem like a distant dream however it’s NOT, only if you get the initial stages of recruitment right.

Comparing the current workforce to a few decades ago, today more businesses are focusing on building their talent acquisition strategies to better attract and retain top talent. This includes looking internally (when a vacancy is filled within its existing workforce) and externally (when the vacancy is filled with a suitable applicant outside the business). However, at times to keep the talent pipeline well-stocked, it will be necessary to focus more externally for better competition, advanced skillset and fresh creative ideas. For businesses to have the right people working for them, it is crucial to ensure that they get the recruitment process right from the start. Recruitment is the process of finding and hiring of the best-qualified candidate for a job opening. To get this right, it is crucial for businesses to ensure that all the right steps are taken before a candidate is job offered.

Initial stages of recruitment

When a business has a job opening, the first step is to invest time in deciding the purpose of the role, what it will aim to achieve and how it will fit into the business model. This is known as a job analysis which enables the business to then form the basis of a job description which is an essential tool in setting out the expectations for the employee as what needs to be achieved. A typical job description will outline each task the employee is required to perform and set out the KPI expectations. Having a well-structured job description will also help the business to draw up a person specification or better known as job profile. This will help set up a list of competencies, which will be deemed necessary for the performance of the job which can be included in a job advert, better known as selection criteria.

Once the job description is prepared, the business will then need to invest time in constructing a job advert to reach their ideal candidate. It’s important to remember that when advertising, your business is competing with other employers and recruitment agencies. Therefore, a well-written job advert will help attract qualified applicants and allow your business to build strong talent pools. With a rapidly growing number of employment mediums, applicants are enticed on pursuing an ad based on Job title and summary. Therefore, an attractive heading and a simplified to-the-point summary reflecting how the position will be seen in the marketplace is the first step in writing a great advert.

Within the actual body of the advert, bolded subheadings should be used where possible as this will work to segment your content into clear things. Subheadings are also important as it allows the ‘scan readers’ to engage with the ad across multiple devices. Some common subheadings used are; an overview of the business, an overview of the position including the key tasks, skills/experience required (or selection criteria as mentioned above), the benefits offered with the position and instructions on how to apply.

A well written job advert should also include keywords such as: terms and phrases that are relevant to the role or the industry (e.g. for HR roles using buzz words such as collaboration, engagement, culture, etc) allowing candidates to easily find the job advert. Finally, using a video to showcase your business culture and create engagement is also a ‘trendy’ way to recruiting. It is expected that in future, a lot more employers will be uploading videos in job adverts. The aim should be to keep the job advert concise, and not making it too long. It is also important to remember that a well-written job advert will promote your company brand.


This article is prepared to only provide general information about the topic. It is not intended to be used as advice in any way.

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