Talent Pipeline Essay

Recruiting talent is always competitive between organizations. With creating talent pipelines, organization will become less competitive to find talent. Organization will have an internal database of potential talent for recruiting leadership positions such as managers, vice presidents, and/or president positions. These positions should be filled by someone who knows the company and that has been around the company for some time. A good talent management team will start grooming their potential talent before any leadership position become available. Organizations will also have an external database of potential talent for recruiting any positions that the organization promoted from the internal pipeline.
The core principles that should be the basis for building a talent pipeline are retaining talent and acquiring talent. Retaining talent is basically keeping the talent that is already a part of the organization. The internal pipeline database will be built with retaining talent. Acquiring talent is the outside candidates that will be screened for potential candidates. Acquiring talent can be the tougher of the two challenges (Silzer and Dowell 2009). The external pipeline database will be built with acquired talent.
The alignment of the talent pipeline and the talent management initiative is the icing on the cake.
It is through alignment and integration that you will ensure consistency and sustain a talent pipeline (Silzer and Dowell 2009). Organizations should align talent pipelines to their talent management initiatives by using the organization vision and goal as its main component. Trust is very important as well when aligning these two parties. Being mindful that if the reputation of the organization’s products and services is its face, the talent brand is its heart and soul would allow the organization to have bonders (Silzer and Dowell
2009).