The talent pipeline, an overused phrase developed by larger professional staffing firms that produces the idea that you need a strong set of professional people waiting at a moment's notice for the new position, the right job, the next career step.  It has become so engrained in our minds that this "best practice" is a must have.  But does it really work?  Think about it, are the best people simply waiting for the next role or the next step up the ladder.  I challenge you to re-think your thoughts and ideas about the subject.  How, why, and where to find the best people and most importantly how to get them to come work for you.

I was reading this most recent article by one of the largest career portals on the net, speaking of the immediate proactive need to create a talent pool that is ready and willing to move now.  They spoke of not waiting too long, placing commitment on getting a pool of people together so that when the hiring comes, you can move at the pace of the market.  Are you kidding me?  I have been in the business as a staffing provider and now as an integrator for over 10 yrs, and never in that time has creating a talent pool allowed for me to select the best and brightest of the group.  Why you may ask?  The best, the most talented people are always being courted by companies, it is a never ending process.  And the companies that seek that level of talent are not waiting for the market to turn around, they are hiring as soon as they can get those professionals to commit.  The best companies hire the best people, timing is not the discussion, the discussion is around who is the best person to move their company in the right direction no matter the state of the economy. 

Think about it from a sales perspective.  Company Y is strategically considering growing its sales staff by 10 people in 2011.  Their internal recruiting staff places together a group of 100-200 potential applicants in 2010 preparing for the new hire.  All the while Company X is thinking the exact same thing, however as they locate the best people - they hire them, then and there.  So they hire an extra few in 2010, and continue having their entire staff hired by mid Feb.  Company Y comes off the holiday break, takes a look at their pool of candidates and says I want to speak with these top 20.  Unfortunately, 10 of those 20 are already gone to Company Y and any other company who hired the right person when they surfaced.  If you are looking for a great sales person that can sell 10MM a year, does it make a difference if you hire them in October of 2010 or March of 2011.  The answer is yes and no.  No to the company that jumps all over them and gets that person up and running ASAP.  Yes, to the company that waited and watched their competition pick up the best talent the market has seen.

So does the pipeline work....for those that are looking for a commodity staff member that matters little to the overall success of the company.  But for the companies that want the best and brightest, pipelines do not work because the best do not stand in line.  Figure out what you need and then go find it.  When you do, hire it and never look back.

 Read more content like this at workfanatic