Ever since the founding of my company more than a decade ago, I've evangelized the use of candidate pipelines.  In my gut, I knew that focusing on research and sourcing (the execution engine of search that identifies and develops candidates) was the way to drive results and improve search performance. 

We recently published a whitepaper detailing the actual effectiveness of pipelines, which can be deployed to fill a single opening or a range of openings at virtually any level from senior level executive through experienced individual contributor.

 

I knew our pipelines powered by human capital intelligence were good, but I didn't know how good until we did the math. The searches we tackle are often searches that other firms have been unable to fill.  Often clients tell us as launch that there are no candidates left that they haven't talked to and therefore no apparent way to to fill the thing. When we finally stoopped and checked the metrics, we discovered that on average, our pipelines delivered the candidates who ultimately were hired within just 18 business days. 

 

At a time when a growing number of firms are seeing business slow due to the economy, ours is rapidly expanding.  It seems word is spreading that pipelines (whether offered by a vendor or home grown) are simply faster-better that traditional search.

 

For those on the corporate side who want to check the metrics of a new kind of search,simply visit: