Technology is an elemental demand of every modern organization. Eruptive growth in the tech realm has led to a dearth of IT talent. Also there has been a prevailing disconnect between the hiring and selection process and long term talent management.

Auxicon’s market mapping have yielded that larger companies are finally placing value in pipelining future talent, and wishes to build talent pools specific to local and geographical hiring needs.

Looking into above scenario and with rigorous research we are happy to introduce our partners to the Auxicon’s Talent Pipeline Service.

Talent Pipeline is a process of proactively building a strong network of high calibre relevant individuals, with whom we engage and interact over time, enabling us to tackle a key strategic objective for our partner: in order to increase capability around acquiring the right talent at the right time.

Typical recruitment strategies are initiated when there are open positions that must be filled. Proactive pipelining is the process of building professional relationships with passive candidates — those who are already employed or may not be looking for a position at this time, yet would make a good fit with your organization. With talent pipeline, the main goal is to be proactive and anticipate your hiring needs for the future — and then pre-qualify candidates who could fill those future roles, even if they’re not looking for an immediate career change.

Talent pipeline isn’t a quick fix, nor is it a static, one-off project. Pipelines are dynamic and require time, focus and resources to achieve the level of engagement and produce the results that will add value to future hiring. Do it well and you’ll stay one step ahead of your competitors, have visibility across, and increased access to, the market, not to mention bolster your brand.

Auxicon’s Talent Pipeline Service

Why we have designed a Talent Pipeline Service

Talent pipeline is a long-term strategy that benefits any growing organization in many ways, including:

Stronger industry knowledge

The pipelining process requires a deeper understanding of your company’s long-term goals, the current talent landscape, and potential talent gaps within your organization. Engaging in talent pipelining helps you increase awareness and make smarter hiring decisions.

Shorter time-to-fill

With talent pipeline, you can pull ahead of the game for recruiting and hiring, giving your organization the ability to fill open positions quickly and confidently from a pre-qualified pool of talent.

Reduce or eliminate cold candidates

When implemented effectively, proactive pipelining not only supplies you with candidates who already have a relationship with your organization, but also gives you access to a broader network of industry professionals who are familiar with your company — leading to more referrals and warm talent leads.

Ensure cultural fit

Finding candidates who fit your organizational culture is one of the most challenging aspects of hiring. Proactive pipelining allows you to gauge the cultural fit of candidates long before you reach the interview stage.

Our Process - Talent Pipeline Service

The typical candidate search takes 45 – 60 days from initiation to the candidate’s start date. If you wait until your organization has a critical need for talent, you risk losing significant time on project starts, missing deadlines, and suffering from poor organizational performance when there’s a staff shortage.

Proactive talent pipeline can reduce or eliminate these costly delays. You can ensure that your talent needs are met by reviewing upcoming projects, and anticipating your hiring plans ahead of time with detailed information on the number of people and specific skills you’ll need for successful project completion.

For each position our well trained Talent hiring team with the help of our Talent Mapping and Market Mapping would be designing a position profiling for the type of candidate which would be best suited for our partner.

The generic inclusions in the profiling would be :-

  • Project description and background.
  • Projected start and end dates, and anticipated project duration.
  • Talent budget for the project.
  • Estimated work hours (full time, part time, or flexible).
  • Skill areas and domains required.
  • Software tools and packages required.
  • Desired candidate soft skills, behavioural, and personality traits

Once you’ve anticipated your talent needs, you can begin building a proactive pipeline that will save your organization time, money, and stress for future projects.