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either as replacements for critical positions that currently exist (such as executive positions or
team leads), or for new roles that may open up within the business.
Building a pipeline involves proactively developing long-term relationships with potential
candidates who align with your company’s talent needs, both now and in the future. You’ll
need to switch your HR plan from a passive model of recruitment to one where your team is
actively seeking the next generation of talent.
How to build a talent pipeline model:
4. Assess talent.
After you’ve built your talent pool, the next step in your talent pipeline model is assessment.
Consider how you’ll qualify potential candidates to assess their potential to fill key positions.
Create assessment criteria based on qualitative and quantitative needs. Consider the following
questions:
What skills and competencies will your candidates need to have to succeed?
Which of these can you help them develop for a future role?
What challenges will they meet in the future?
What experience will they need to have to overcome these challenges?
What knowledge do they need to have of your company?
Work with your hiring committee and top executives to develop a list of criteria, and refer
back to this when assessing candidates in your talent pool.