LinkedIn continue to make waves with one-stop shop

LinkedIn Talent PipelineLinkedIn’s new feature announced just last week is Talent Pipeline, expected to be rolled out in the first half of 2012 and will come at no extra charge to those paying for the LinkedIn Recruiter product. LinkedIn has teamed up with recruiters from several large companies to develop Talent Pipeline, including PepsiCoPfizerRed HatFirst Citizens Bank and Netflix.

Traditionally, recruiters spent a significant amount of time maintaining a database, in which they could list out details of the potential candidate but cracks begin to show in a system such as this when, for instance, someone changes their job, as the original resume being used in the database is no longer up to date.

LinkedIn’s Talent Pipeline solves this problem by allowing recruiters keep track of all of their potential candidates in one place, before they enter the formal application process. This pipeline management enables corporate recruiters to manage a talent community of potential employees, monitoring their careers from a distance until a role becomes available which they’d be suitable for or the potential employee becomes an active jobseeker.

So how does it work?

Recruiters can import leads and resumes found from other sources into Recruiter-Talent Pipeline. These profiles can subsequently be searched, tagged with additional information and shared, much the same as any profile sourced on LinkedIn. With new tools for adding a lead’s source and status, recruiters will be able to report on and improve the efficiency of their talent sourcing activities.

When new leads are imported, they are connected to their LinkedIn profile (should they have one), and all updates are synchronised as the member updates their profile (triggering active job-seeker behaviour and movement up the talent pipeline for the recruiter to approach them for a role). Recruiters are better positioned to evaluate and build relationships with leads, based on the insights provided by the LinkedIn profile, including shared connections, activity updates, recommendations and shared groups.

One thing to note is that Talent Pipeline is for managing prospects, not applicants. Once a prospect becomes an applicant, they can then be imported in to your ATS and managed from there.

Speaking at the announcement, LinkedIn CEO Jeff Weiner commented: Recruiters are actively looking for more talent from more sources and managing all their talent leads across multiple tools. With LinkedIn Talent Pipeline, we’re extending our Recruiter platform and continuing our focus to connect talent with opportunity on a massive scale by providing a single place to manage and update these leads, wherever they are found.”

Talent Pipeline is ideal for tracking internal pipeline systems for large organisations, managing the career goals of their employees using LinkedIn. Once all employees have a LinkedIn profile and are connected to their Recruitment department, the Recruiters can tag each employee with their desired job roles and pathway within the company to that role. Once roles become available, they can easily search within their own company using LinkedIn Talent Pipeline for suitable candidates which they can manage up and promote, filling vacancies quickly and also promoting from within.

This service, from what LinkedIn are saying about its possible abilities, can be a long time coming. No definitive date has been set for its release. Also, it will not be available for agency recruiters – just corporate and in-house. If only one account within your corporate recruitment team is paying for the Recruiter product, your fellow recruiter team-mates can access Talent Pipeline also. This is an ideal way of building a management system for your talent communities of in-house and external prospects, keeping itself updated without any administration work on your part (so long as each prospect updates their LinkedIn profile as their careers change and develop over time).

Do you have the Corporate Recruiter product on LinkedIn? Will this be a welcome development? How have you managed your pipeline of internal and external candidates up until now, and will this make an improvement in your process? Let us know in the comments.

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