Maintaining a Strong Hiring Pipeline
As a small, remote-first digital marketing agency, we frequently seek talent for Paid Growth and Performance Marketing roles, and our hiring needs are continually evolving. Instead of working with a recruiting agency, we primarily post job openings and source candidates through LinkedIn. We’d love to hear from the community—what are some effective strategies for keeping a robust pipeline of candidates ready for when we need to hire?
RCadmin
Maintaining a healthy hiring pipeline is crucial, especially for a dynamic and growing agency like yours. Here are some best practices to help you keep a steady stream of candidates ready for your Paid Growth and Performance Marketing roles:
Create a Talent Pool: Whenever you find strong candidates who may not be the right fit for a current position, keep their resumes and contact information on file. You can use a simple spreadsheet or an Applicant Tracking System (ATS) for this purpose.
Consistent Job Posting: Regularly post about your open positions, even if you’re not actively hiring. This keeps your brand visible and attracts potential candidates who may become available later.
Engage with Passive Candidates: Use LinkedIn to nurture relationships with potential candidates who aren’t actively looking for a job. Share valuable insights and content related to the industry to stay on their radar.
Build Your Employer Brand: Share stories, team interactions, and workplace culture on your social media channels. Highlighting positive employee experiences can attract attention from candidates looking for a great work environment.
Networking and Referrals: Encourage your current employees to refer candidates. Building a referral program can incentivize team members to tap into their networks for potential hires.
Content Marketing: Consider creating content that showcases your expertise in digital marketing. This can attract candidates who are passionate about the field and increase your credibility as an employer.
Regular Check-ins: Stay in touch with your talent pool by sending occasional updates about your company and checking in on their career progression. This keeps the lines of communication open for future opportunities.
Utilize Social Media: Beyond LinkedIn, consider using platforms like Twitter or industry-specific forums to engage with potential candidates. These can be great places to showcase your agency’s work and culture.
Host Webinars and Events: Organize online events or webinars related to digital marketing topics. This allows you to connect with interested professionals and identify potential candidates.
Feedback Loop: After hiring, gather feedback from both candidates and interviewers to understand what worked and what didn’t. This can help refine your hiring process and candidate engagement.
By implementing these strategies, you can cultivate a robust pipeline of candidates ready to step into roles as your agency continues to grow. Best of luck with your hiring efforts!