Q&A: Can I create a people pipeline during the Big Quit?
Staffing is the tightest it’s been in years, forcing many to you may be focused on keeping their heads above water, not preparing for the future. However, with a little planning, you can set yourself up for future success in the future while also meeting your current needs. Corey Berkey, SVP of People and Talent […]
Staffing is the tightest it’s been in years, forcing many to you may be focused on keeping their heads above water, not preparing for the future.
However, with a little planning, you can set yourself up for future success in the future while also meeting your current needs.
Corey Berkey, SVP of People and Talent at Jazz HR, joins the show to share his advice for building your talent pipeline in a candidate’s market, bolstering your employer brand, and leveraging technology in your recruiting process.
After you listen:
- Order your copy of our book People Operations: Zenefits.com/pops-book
On this episode, you’ll hear:
- [00:30] Understanding what a talent pipeline should look like
- [02:00] The importance of your employer brand
- [03:30] Managing the candidate experience
- [04:45] Leveraging technology to build a talent pipeline
- [06:30] Creating in-person connections with candidates
Welcome to pops this show that shows you how to shift from human resources, paperwork, tip people, operations for the new world of work. How by answering one question at a time
Today to help us answer your question. Here’s Corey Berkey, Senior Vice President of HR at Jazz HR. Small businesses today are facing some really serious challenges whenever it comes to staying staffed, everything that we’re hearing in the media from the great resignation to a reduction in available labor force are driving these factors forward.
And it really is a candidates market. Uh, an interesting statistic that we’ve come across is that more than 34% of workers are willing to leave their current role without their next opportunity lined up. And that only speaks to how much it’s a candidates market and their confidence as a candidate and finding that next opportunity in a timely fashion.
And that can really be a concerning factor for small businesses to consider because. Absolutely increase the pace at which you must conduct your hiring process. When we think about what you can do to help keep your positions filled and stay at full staff, there are a few things that come to mind for the small business playbook.
It starts off with making sure you understand what that talent pipeline should look like for your business. Now that’s a tricky thing to build. A lot of companies struggle with building a pipeline of talent. That’s ready to come into their organization. And take open roles as they become available. It’s not easy to do by any stretch, but it’s something that’s important for you to consider because having that talent pool available, having that bench of talent ready to come in and take your open positions can help you reduce your time to fill while also strengthening your employer brand.
When we think about how you keep candidates engaged and waiting in the wings for that next opportunity, it really comes down to their perception of your brand in a lot of ways. How strong is your employer brand? How noteworthy is your culture? How do people think about what it would mean to work for your.
Sure. There’s a lot of different factors that contribute to your ability to attract top talent. Compensation is absolutely one of them, but your culture is one that you shouldn’t overlook. It’s especially challenging if you’re a small business in the B2B space, because if you don’t have that consumer facing brands, If you’re not selling a product that the candidates that are applying to work for, you have used before.
It’s an even steeper hill to climb. So think about your employer brand. What can you do to strengthen it? How do you participate in local surveys for best places to work? How do you find a path to getting more notoriety about the way you conduct a culture within your business and how do you really help your organization put the best foot?
That culture and an employer brand are tied very closely together in your ability to building that talent pool. Because as you make the opportunity to work with your business more attractive and something that candidates are seeking, you’ll find that candidate interests can be sustained. Even when there are.
Open opportunities currently or where you can more quickly get folks to leave their existing employer to come join your brand. If you’ve got that strong practice in place. Another thing to consider is what that candidate experience consists of because your bench of talent, your folks that are waiting in the wings for that next opportunity, that is almost entirely, if not entirely based off of your candidate pool folks that you’ve rejected or that you filled the role before you got them too far down the pipe and in front of a hiring manager, you know, those are the folks that build that bench of talent.
Those are the folks that are looking to your business as a possible employment opportunity as you go through. So think about the candidate experience you provide because that person applying to your job today very easily could be the person who’s on your talent bench. Very easily could be the person who you’re going to reach out to and say, Hey, I know it wasn’t the right time before, but now is the time are you interested in joining us?
So you should apply to your own jobs. See what the process feels like. See what it’s like to submit an application to work for your small business, figure out what the emotions are that you’re providing to your candidates and really pay close attention to how you communicate with candidates throughout that recruiting process.
How do you set expectations of when they’ll receive feedback? How do you set expectations of how long the process will take? How do you set those expectations for who the players are? On your hiring team that that candidate should expect to hear from throughout the course of the process, those strong communications lend themselves to creating that great candidate experience that’s imperative in today’s candidate market.
The last piece is here are a couple of tips on how you can leverage technology to have an impact in your ability to build the bench of talent that hopefully will be waiting in the wings to step in and take those open roles. And as is the case in so many of the other things that I’ve had a chance to speak about the correlation between talent acquisition and marketing is strong and marketing may actually have some tools that can help you.
So think about how your marketing team. Does email blasts to customers. Think about how your marketing team can leverage marketing automation to reach out to prospective customers. Think about the campaigns that they run. They’ve already got those tools in house and likely the expertise. So as.
Professional. It gives you the opportunity to partner with your marketing professionals and ask for their help their hand in building out your candidate lists that you’re going to send email notifications to or newsletters to about what’s happening in careers within your organization. That sort of notion of keeping the candidate warming and really making sure that they know that you see them, you hear them.
And that you’re interested in continuing the conversation when the timing is right. You know, so often we run into cost constraints and barriers as HR professionals. And this is an opportunity to leverage something that perhaps your business already has, uh, to really have an impact and be able to drive results through your recruiting functions.
One of the other ideas that we couldn’t talk about a year and a half, two years ago, but now it’s starting to come back to life is as we see office spaces reopening across the country and in sort of the wake of the pandemic, it creates an opportunity for you to create those personal interactions. And spend time with candidates interact with them.
Welcome them into your space based on what your safety precautions are based on what your safety guidelines. And give them a chance to see what real life is like working for your organization, whether it’s the community happy hour open interviews. There are so many opportunities there where you can invite them in and show them, give them the firsthand exposure to how great it would be to have the opportunity to work with you so that whenever they leave there, even if now’s not the right time, They’ll keep you in mind as they continue to look for other opportunities and they will be ready to take that email from you or that phone call from you.
Whenever the opportunity that suits their experience becomes available. Do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to [email protected]
About The People Ops Podcast
Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.
Oh, and you know what they say about all work and no play? We tossed in a little levity to keep it real. Lessons, answers, and humor: everywhere you listen to podcasts.
Best-in-class remote teams will use best-in-class technology.
Zenefits mobile HR platform makes it easier to communicate with staff, onboarding new hires, pay employees, and manage any HR task from any home office.