Speaker 1: How many times have you started recruiting and wished you already had a great pool of candidates to choose from? The most successful talent acquisition teams are constantly building relationships with candidates well before new opportunities arise. I'm Pete, I'm part of the team here at Pinpoint where we build software that helps HR and talent acquisition teams to attract, hire and retain more of the right people. Today I'm going to show you how some of our most successful clients are making better hires, faster hires and reducing reliance on recruitment agencies and job boards, all by building talent pipelines inside of Pinpoint. There are two main ways they do this. Firstly, attracting speculative applicants but also making sure that they keep in constant contact with near hires and don't forget who those runners up in previous processes are. And so I'll talk you through how each of these work. Firstly, when you buy Pinpoint, we will build you a fully branded careers website and public facing candidate experience. This is just a demo account with an example company. And as you can see, you know, the usual things you'd expect on a career site candidates can click through, learn more about specific roles and apply for them. But we also encourage you to introduce this register your interest button. And this is where candidates who can't see a role that's a fit for them today, can let you know that they're interested in working for your organisation in the future. And so the idea is that the candidate would come in here, they complete the form, these forms are all completely customisable, by the way, they choose the teams and locations that they think they'd be a fit for. And they hit submit. At that point, this candidate will go into what we call your talent pipeline in Pinpoint, which is effectively like a candidate CRM. So that's the first way that candidates can find their way into your talent pipeline. And we'll talk a little bit about how to manage that pipeline in a second. But quickly, let me just show you what we do with those near hires as well. So this is Pinpoint, this is our core ATS product. And this is where recruiters and TA people and hiring managers spend most of their day when they're doing recruitment. I'll go into one of these example jobs, in this case, a chief of staff role. And here we have 11 candidates at final interview stage. And let's just pretend that we've completed this interview process with a bunch of these candidates. We really like Tom. And so we're going to actually make Tom an offer. So we'll move Tom into the offer stage. And we will ignore him for sort of the rest of this particular demo. But there were a bunch of candidates that I'm selecting now, who we actually thought were, you know, really good fit for the organization. And if we hadn't hired Tom, perhaps we'd have hired them instead. But unfortunately, we only have one role to fill today. And so what we want to do is make sure that A, we don't just outright reject them without, you know, giving them the opportunity to stay in touch. But also, we want to encourage them to do so. Like, we don't want to forget about these people. Because if Tom doesn't work out, or if we're hiring for this role again in three months or six months, one of these candidates may well still be interested in working for us and could be a great fit for the role. And so what we're going to do with these candidates is perhaps tag them. And we could say, you know, we've kind of pre-approved them for this skill. And, you know, this level of sort of seniority. And we'll save these tags against these candidates. The other thing that we can then do is invite some of them to join our talent pipeline. So again, I can select as many or as few candidates as I want. I can come up to this More button, click Talent Pipeline. I can choose the teams and locations that we think they might be interested in in the future, or that we think they could be a fit for. And click Invite to Talent Pipeline. And at that point, they'll get a nicely branded email saying, hey, you know, sorry, we couldn't hire you this time around. Would love to keep your details on file. If you are still interested in working for us, click here to confirm, and we will be in touch as new opportunities arise. Those candidates then go and sit in your talent pipeline alongside those speculative applicants that we talked about that you've encouraged to apply through your careers website. So here is your talent pipeline, and this is where we manage your talent pipeline candidates. So think of this as a candidate CRM or a talent CRM. It's fully searchable. You can search the candidates' applications, their CVs, and so on. We can build up complex filters. So we could say, well, show me all of the candidates in a particular location who are a fit for a particular department, and perhaps even as far as, you know, who have a particular level of seniority. I'll just clear some of these filters for now so that you can see what we can do with these candidates. We could treat them just like any other candidate in Pinpoint. So we can click on their name, and we can go and sort of see their profile. We can see a full history of any applications they've made to the organization. We can send them emails. We can see our full history of all of the comms that we've had with them. We can leave comments. We can complete scorecards and so on. We can bulk select candidates. We can email them. We can tag them. We can send them an SMS, or we could invite them to apply for a newly open role. And whilst this is sort of helpful in that it is very filterable, and we can sort of do bulk actions on candidates, I think it's often easy to forget that there is this pipeline of great potential future hires available, especially if hiring managers are responsible for quite a bit of the process. So what we do is we embed this talent pipeline against each open vacancy that you create in Pinpoint, and we automatically surface candidates that could be a potential fit for the role. So if I go into this example role here, you can see that we've got a bunch of candidates that have, you know, applied, that we've been reviewing, that are in phone screen or interview and so on. But we also surface candidates from the talent pipeline that we think could be a fit for the role, but who haven't applied yet. Again, you can select all of these candidates. You can queue them up, or you can select them and invite them to apply. And when you invite them to apply, they get another nicely branded email saying, hey, look, you're in our talent pipeline. We think this opportunity might be of interest to you. If it is, click it to apply for the role. And so this makes it super, super easy to ensure that you're giving those runners up from previous processes and all those people who have expressed an interest in working for you the opportunity to apply for roles as and when they become available. Now, one thing we're kind of cautious about is we see a lot of organizations who build huge databases of these candidates. And over a number of years, there could be, you know, hundreds or thousands of candidates getting surfaced against each of these opportunities. And that's not particularly helpful for you as recruiters and talent acquisition people, because what you don't want is to be emailing lots of candidates that aren't interested in your roles anymore, or trawling through profiles of candidates where, you know, the information you have about that candidate is three, four, five years out of date. And so we have a built-in tool called Talent Pipeline Refresh. And it's optional to use. We encourage you to do so. But what that means is that, let's say you set a refresh date of 12 months. At the 11-month point, the candidate in your pipeline will get an email saying, hey, look, you've been in our talent pipeline for 11 months now. We want to make sure, A, you're still interested in a potential role with us, and B, like, give them the opportunity to update their details. And by doing that, what you do is you ensure that the database of candidates here is always fresh, the information is current, but that those candidates are actually still interested in potentially working for you. And so hopefully, that gives you an idea of some of the tools we have around building talent pipelines or talent pools, whatever you want to call them in Pinpoint. Very happy to talk more about that. If you want to get in touch, if you have any questions, you can contact us. The email is hello at pinpointhq.com.