{"id":463,"date":"2026-05-08T08:45:52","date_gmt":"2026-05-08T08:45:52","guid":{"rendered":"https:\/\/partnerships-edx.preprod.twoyou.co\/test-elementor\/2026\/05\/08\/redefine-recruiting-how-to-grow-a-pipeline-of-diverse-technical-talent-3\/"},"modified":"2026-05-08T08:45:52","modified_gmt":"2026-05-08T08:45:52","slug":"redefine-recruiting-how-to-grow-a-pipeline-of-diverse-technical-talent-3","status":"publish","type":"post","link":"https:\/\/partnerships-edx.preprod.twoyou.co\/test-elementor\/2026\/05\/08\/redefine-recruiting-how-to-grow-a-pipeline-of-diverse-technical-talent-3\/","title":{"rendered":"Redefine Recruiting: How To Grow A Pipeline Of Diverse Technical Talent"},"content":{"rendered":"\n

Struggling to fill your critical roles? You\u2019re not alone. The COVID-19 pandemic and the Great Resignation that followed has seen record numbers of employees leave their jobs in order to seek more fulfilling work, or a better work-life balance, all of which in turn shifted the balance of power in favor of employees.<\/span>1<\/sup><\/a><\/span><\/p>\n\n\n\n

One sector where employees are in the driving seat is tech. Unsurprisingly, given the widespread impact of digital transformation, tech skills are highly sought-after \u2014 a report by ManPower Group indicated that the most in-demand skills for 2022 are, in fact, in IT, technology, telecoms, communications, and media.<\/span>2<\/sup><\/a><\/span> To gain these skills, organizations often resort to poaching top tech talent with lucrative offers, which results in a smaller, less diverse talent pool for others.<\/span>3<\/sup><\/a><\/span> And as only 26% of computing-related jobs are held by women,<\/span>4<\/sup><\/a><\/span> this shrinking pool means a shrinking diversity, too, which is concerning for a field struggling to transform socially.<\/p>\n\n\n\n

Rapid digital transformation, combined with the impacts of the pandemic, has also resulted in skills becoming obsolete, and by consequence growing skills gaps. According to a study, the latter are an issue for 43% of companies globally.<\/span>5<\/sup><\/a><\/span><\/p>\n\n\n\n

The combination of shrinking talent pools, growing skills gaps, and a lack of diversity is creating a perfect storm for hiring managers, particularly those hiring for tech skills. But in the midst of this lies an opportunity for companies to rethink their hiring initiatives in a way that actually grows the amount of talent available to them. It starts by relooking your recruiting model.<\/p>\n\n\n\n

The problem with traditional recruiting<\/h2>\n\n\n\n

Vacant positions have a financial cost, which varies depending on the industry, position, and business circumstances, as well as a relevance cost. The longer it takes to fill a position, the more likely the skills required for that position will have evolved by the time you find a qualified candidate.<\/p>\n\n\n\n

Businesses urgently need to examine and reform their recruitment and selection processes. The traditional talent process or funnel, which starts with a business need and leads to hiring, onboarding, and development, is slow to fill vacancies and bring workers up to operational speed.<\/p>\n\n\n\n

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The SHRM calculates the average cost per hire to be $4,683 in the U.S.,<\/span>6<\/sup><\/a><\/span> and these costs grow every day the position remains unfulfilled. When you consider that the median time to hire (from application submission to first day on the job) is 44 days for IT and 49 days for an engineering position, for instance, it\u2019s clear that the longer the hiring process is, the more expensive it becomes.<\/span>7<\/sup><\/a><\/span><\/p>\n\n\n\n

Thankfully, there is an alternative to the existing talent funnel framework, one that follows the same fundamentals but is more efficient and effective.<\/p>\n\n\n\n

A new approach to recruitment<\/h2>\n\n\n\n

Businesses need to expand their talent pipeline and cut down on the time they take to hire. This can be achieved by building your talent pools, rather than competing with other companies for the same people. Doing so will enable you to train potential candidates according to your specific requirements, so they’ll join your company with job-ready skills.<\/p>\n\n\n\n

So, how do you go about creating your own talent pools? We have two solutions for you.<\/p>\n\n\n\n

Solution 1: Your next great hire may already work for you<\/h2>\n\n\n\n

Internal recruitment has the potential to address both the issue of a shrinking talent pipeline and increased employee turnover. Hiring from within the company preserves culture and knowledge, expedites onboarding, and aids in retention \u2014 one study shows that if employees understand that there are broader internal mobility opportunities available, they\u2019re more likely to stay.<\/span>8<\/sup><\/a><\/span><\/p>\n\n\n\n

The internal-recruitment method requires strategies and programs that enable workforce development and on-the-job skills transfers.<\/span>9<\/sup><\/a><\/span> In order to anticipate the skills required and plan workforce development programs effectively, you should start by developing a succession plan strategy. This involves assessing the skills you need your employees to have, gauging employee engagement, and determining how quickly you can replace key employees should they depart.<\/span>10<\/sup><\/a><\/span> Consider these four tips for succession planning:<\/span>11<\/sup><\/a><\/span><\/p>\n\n\n\n