Talent pipelining

The act of Talent Pipelining is the creating, maintaining and using a pool of interested, qualified contacts for positions that aren’t yet open.

A talent pipeline is a repository of warm, pre-assessed and prioritised contacts that meet hiring requirements according to expected business activity. These 'talent pools' might be for a single role type such as '(sales) account manager'. Or they could be for a 'job family' of similar roles, such as 'account manager' and 'business development manager'.

A criticism of the talent pipelining approach is that, whilst cost effective, it is often carried out by sourcing companies who are less incentivised to develop strong relationships with the contacts they are assessing. In this way, they are perceived as less able to gauge suitability for a client's corporate culture. Nevertheless, sourcing companies tend to prioritise the training of executive research skills which other recruitment firms may lack.

Talent pipelining has increased in popularity amongst the world's largest companies in rhythm with the growth of in-house recruiters. They tend to maintain and expand the talent pipelines converting talent pools into long lists and short lists of candidates once a business requisition is confirmed.

In Europe, Armstrong Craven, founded by Sue Craven in Manchester in 1990, is seen as a pioneer in this field. Other active companies include Talent Intelligence and Write Research.

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