How to Keep the Talent Pipeline Strong
In recruiting, having a decent number of talented individuals in your back pocket at all times is necessary. It’s a strategic advantage to have, and having an organized talent pipeline is key to long-term success.
One of our internal talent acquisitions coordinators, Angel Prince, supports hiring efforts across three different time zones. This can be a logistical challenge to say the least. To stay ahead, he organizes his talent pipeline by office location and tracks high-potential candidates. He uses a system he calls the “comeback” list. These are candidates who may not have been the perfect fit for a current opening but showed qualities worth revisiting later.
“Good talent is good talent,” he explains. “Even if one or two things didn’t align at the time, that doesn’t mean they won’t be a great fit down the road.”
Angel’s talent pipeline strategy uses a dedicated Excel sheet to track these individuals. The sheet is coupled with notes on what made them stand out and any feedback from hiring managers. He makes a point to follow up when relevant roles open. This ensures NCW doesn’t miss out on strong candidates simply because the timing was off.
That long-game approach has already paid off. One intern now on the NCW team originally applied for a recruiter role at an inopportune time. Thanks to Angel’s talent pipeline and a follow-up months later, he’s now thriving in a better suited internship that could lead to full-time employment.
Pro tip for recruiters:
Build and maintain a “silver medalist” list of candidates who came close but didn’t get the offer. Stay in touch with them through LinkedIn or occasional check-ins. When the right role opens, you’ll already have a vetted list of potential fits already in your talent pipeline.
By prioritizing relationships over transactions, Angel ensures NCW’s pipeline stays full of qualified, eager talent ready to support future growth.