Last year, according to it took businesses an average of 26.5 working days to fill a vacant position, which when you think about it is a worryingly long time to be a staff member down. Without a full staff a business can run into a number of difficulties…existing staff can be put under extra pressure whilst trying to pick up any slack, gaps begin to show in terms of specialist knowledge or skill and in many cases a drop in productivity is often unavoidable despite best intentions.


To fill vacant positions quicker and maintain productivity businesses often make it a priority to build a strong candidate pipeline so that should a position become available they have a ready pool of candidates to choose from. However here at Superlative Recruitment we’ve noted that for the majority of businesses creating a strong candidate pipeline is becoming increasingly difficult as the jobs market becomes more competitive. This difficulty isn’t helped by the fact that there are various opinions as to what developing a candidate pipeline entails, with many hiring managers and recruiters failing to see eye to eye.

To help you and your business understand the process of developing a strong candidate pipeline and shorten the time it takes to fill job roles we’ve called on our own recruitment experience and have shared the following advice.

Common Issues

One of the most common potential issues when creating a candidate pipeline is that managers often have slightly unrealistic expectations and usually expect candidates to be pre-screened and ready to go with very little notice. The issue with this is that the majority of candidates who have been pre-screened already by a company are active job seekers who are unlikely to wait around for a particular company should another opportunity arise elsewhere. This means that keeping a pipeline full of prospective candidates is incredibly time consuming and inefficient. Another important issue to address is that in order to keep candidates interested in your company, you need to maintain communication and give them a reason to stick with you. Without this communication, not only will a candidate lose interest in your company, you will lack an understanding of their needs and motivations, which will make it much harder to identify the best position for them.


So, how can you avoid these issues? The first step is to ensure hiring managers and recruiters are on the same page when it comes to defining the candidate pipeline and ensuring all parties understand the processes and demands of building a reliable source of candidates. Involving existing managers and employees can also be a big help as they often know people who would be ideal potential candidates and already have a direct line of communication and relationship with them. It’s also incredibly useful to conduct a study to quantify the amount of time it takes to identify applicants, assess their skills and build meaningful relationships with them. If the study reveals that the process is taking too much time and sucking up resources, you may want to consider outsourcing these processes to specialised recruitment professionals.

If you want to know more about perfecting the art of creating customer pipelines, why not talk to us? We love to hear from you just email us at