Candidate pipeline

A candidate pipeline (alternatively known as talent pipeline and recruitment pipeline: hereinafter, the Pipeline) is a pool of pipeline candidates (or pipelined candidates; hereinafter, the Candidates). Depending on various organizational cultures, these candidates are:

• Qualified workers interested in employment vacancies as they become available.
• Employment candidates whose qualifications are being assessed or new credentials are being built.

The Candidates are included into the Pipeline because their KSAs, attitudes, and other credentials match one or more roles. These roles are not employment vacancies yet, but can become one day. When they do, the Candidates are interviewed for or offered the position.

The Candidates may be those current employees who are considered for career ladder promotion or those who are not currently employed by this employer. Regardless of their status, the potential employer may keep the Candidates involved and, possibly, enrolled in onboarding or socialization.

staffing reserve

Typically, candidates included in your pipeline for a role:

   Meet the requirements identified in the job description
   Have communicated with your recruitment team
   Have expressed favorable views of your company and agreed to receive notifications when relevant job opportunities open up
   Passed an initial phone screen or assessment
   Are kept warm through regular contact: job postings, company news, blog posts, personalized emails, and other forms of communication

Candidate pipelines are also sometimes called “talent pipelines” or “recruitment pipelines.” Candidate pipeline vs. resume database

A resume database is merely a collection of people’s resumes. A candidate pipeline is a list of candidates who have interacted with you, expressed interest in joining your company, and passed a basic screening or assessment. In other words, you are nurturing a relationship with the candidates in your pipeline.

See also

Related lectures

• What Sourcing Is