Talent Pipelining FAQs
FAQs Talent Pipelining
Talent Pipelining vs. Traditional Executive Search
The difference is subtle but impactful. Traditional executive search targets individuals who meet the role description and are available immediately, making the process transactional. If a candidate can’t commit at that time, the opportunity is lost.
Talent Pipelining focuses on building long-term relationships, supporting both immediate and future recruitment needs. It includes candidates who have the desired skills but can’t commit immediately, setting expectations for their future availability. This approach increases diversity, particularly among female candidates with family commitments.
How do you build your talent pipelines?
Firstly we reach out to our existing database of potential board members. From there we seek referrals and recommendations, using executive search methodology. Alongside this we utilise our AI matching tools to identify non-traditional candidates. Our relationship-led approach is pivotal in attracting diverse talent pools.
What information will I receive on each candidate?
Our talent team interview candidates according to the x 4 key competencies you require for your position(s). We talk you through each individual’s profile, how they match to the core competencies, their background and availability. You will receive a written profile on each individual and an overview of the statistics of our outreach, including DEI breakdown.
Will you produce a candidate attraction pack?
Yes – our internal team will design & produce a candidate pack. Typically these include an overview of your organisation, mission statement, a role description and any other relevant information. A candidate pack is often a big differentiator when attracting individuals.
How long does a Talent Pipelining project take?
Between 4 – 6 weeks. We will give you weekly updates after week 2
Do you set up the interviews?
Our recommendation is that you conduct informal conversations before any formal interview take place. We suggest conversations should take place as soon as we have introduced an individual. In a competitive market it is vital to keep up momentum and ensure a candidate’s interest does not wane.
What do you mean by unlimited hiring?
Unlike the traditional executive search process where you are charged a fee per successful appointment; we allow you to make as many hires as you need. These can be made immediately or at any point in the future.
The talent pools of candidates that we present during a recruitment campaign all belong to you. Again you make as many hires as you need.
Many of our clients use our talent pipelining methodology to build out their committees. For candidates who are not in a position to devote themselves to a full-time board position, joining a committee allows them to get involved and you can get a better insight into how they operate. Not only do strong committees increase the strength of the board, they act as succession plan for future board recruitment.
How will you sell our opportunity in the marketplace
Before starting a pipelining project, we set up a “Discovery Call” with you and your key stakeholders to understand your work and mission. We then proactively share your story in the market.
