Using the hiring pipeline to find the right candidates for your business

Business Advice | 5 March 2018 | 6 years ago

If a new employee is not a good fit and leaves after a short period, then your company could face significant costs
Writing for Business Advice, Gavin White, managing director at specialist hiring platformautotech Recruit, explains why adopting a hiring pipeline can enhance a small business recruitment strategy.

For many employers, the opening of a new position can create problems. From ensuring you’re still meeting deadlines whilst the position is vacant, to continuing to keep clients and customers happy, you need to fill the job as quickly as possible but how do you find the right candidate?

By having a robust process in place, you’re able to create a hiring pipeline that will allow you to find the best candidate whilst ensuring lean operations are still running smoothly.

Many sectors are facing a highly?competitive start to 2018, so it’s critical that your roles are marketed in a way that will attract the most skilled candidates. To do this, consider the ways that you can stand out from your competitors, such as; promote a healthy work-life balance, offer flexible working hours or suggest extra training courses your employees could enrol on.

To make sure you’re attracting the right candidates for your next job role, why not consider using the hiring pipeline; a three-stage concept that will help you find the right candidates for your business.

  1. Determine the employment contract that will work best for your business

The contract type you need for your new job role won’t be the same as your competitors? or every other business in your industry – each business? recruitment needs are unique.

In the automotive sector, for example, temporary and contract roles are just as popular as permanent roles, but this isnt the case across every industry.

To ensure that your hiring process is as efficient as possible, you need to be confident in knowing which contract type is best suited to the role you’re recruiting for. Not only will this prevent you from receiving applications from prospective candidates looking to work hours that you’re not offering, but youll also be able to hire strategically to prepare for upcoming projects or busy periods.

After you’ve decided the contract type that is needed for the role, as well as what will benefit your business the most, you can start promoting and advertising the role. For example, share the job across social media as well as on job boards, such as?Reed.

  1. Consider using an external recruiter to help fill the role quicker

A survey has found that?84 per cent?of businesses who have received support from an external recruiter found the right candidate. If your job advertisement isnt receiving as many applications as youd hoped for, your next port of call could be to hire a recruitment agency.

There are recruitment professionals in every industry who dedicate their time and skills to finding the right candidates. As part of their role, they work to seek the best candidates for you whilst making sure they meet your experience and qualifications criteria so you’re confident they’re a good fit for your business.


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With a recruitment agency being the prospective candidate’s main point of contact in the initial stages of the hiring process, youll be able to continue focussing on running your business and managing employees.

Could a recruitment agency be what you were looking for when it comes to your business? hiring pipeline? The use of recruitment agencies is now at anall-time high, so perhaps this is the answer multiple industries are looking for.

  1. Offer candidates more than just a competitive salary

Before you advertise your job role, think about what you can offer your candidate. Are there any courses you can send them on to help build their portfolio, or incentives you could provide for hitting targets?

Over recent years, flexi-hours have become more and more popular across multiple industries. In fact, 30 per cent?of respondents in a recent survey said theyd choose flexible working over a pay rise. This suggests that allowing employees to tailor their work day to their family’s needs and home-life commitments is now of greater benefit than a competitive salary.

Not only do flexi-hours show your current employees that you trust them, but they also show candidates applying for new positions that you recognise they have commitments outside of work.

No matter what industry you’re working in, many employees will be looking to enhance their skills set and work their way up the career ladder. Businesses who offer employees opportunities to learn more and receive as much training and experience as possible, are much more likely to see a boost in job applications.

Ensuring your hiring pipeline is as efficient as possible

  • Focus on the priorities
Define your role before advertising it to potential candidates. This way, you’re able to keep the process as timely and efficient as possible.

  • Communicate with one another
Communication between you, the potential candidate and the recruitment agency (if you choose to use one) should be maintained throughout every stage of the interview process. This will show the candidate that you’re keen to hire soon whilst creating a good relationship.

  • Offer feedback
To make sure your interview process is up to scratch for any future candidates, ask your new recruits about their opinion on the interview experience and how it could be improved.

With industries constantly growing and companies continually looking to expand, you should have a concrete hiring process in place that will attract candidates who can add real value to your business. Maintaining consistency with your branding, offering work perks that stand out and providing candidates with as many opportunities as possible are great ways of creating a successful hiring pipeline.

Gavin White is managing director at specialist hiring platform?Autotech Recruit

Our three-part guide to hiring your first employee is essential reading for new employers:

  1. Registration and insurance
  2. Law and contracts
  3. Benefits and salary

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