In the world of eCommerce, top talent isn’t always actively searching for new roles - they’re already thriving in their current positions. But that doesn’t mean you should wait until they’re job-hunting to start a conversation. Building a talent pipeline is all about creating meaningful connections with potential candidates well before they’re ready to move.
Here’s how you can build long-term relationships with eCommerce specialists, keeping them engaged and your business top of mind when the time is right. With insights from Cranberry Panda, we’ll explore six actionable tips to get started.
Reaching out to potential candidates isn’t about pitching a job - it’s about offering value. Share resources like industry reports, salary guides or insights that align with their interests. This positions your business as a valuable connection rather than just another recruiter.
Cranberry Panda Tip: A well-timed resource - like a market trend report - can spark a conversation without being too pushy. Show candidates you’re invested in their professional growth, not just filling a role. We know all about how valuable this is...our annual eCommerce salary survey report has helped thousands of hiring leaders throughout the years!
Social media platforms like LinkedIn are goldmines for passive talent engagement. Share thought leadership content, celebrate company wins and interact with their posts to stay on their radar without directly pitching roles.
Cranberry Panda Tip: Consistency is key. Candidates are more likely to engage with your brand if they regularly see you sharing relevant and insightful content. It builds trust and keeps your business front of mind.
Invite potential candidates to industry events, webinars or networking sessions hosted by your company. These gatherings not only provide value but also create an opportunity for informal introductions to your business and team.
Cranberry Panda Tip: Focus on topics that matter to your target talent—like trends in digital marketing or innovations in UX design. Make it about learning and networking, not recruitment, to build genuine connections.
Occasional, personalised messages can go a long way in maintaining relationships. Whether it’s congratulating them on a career milestone or sharing a resource relevant to their role, these touchpoints show you’re paying attention.
Cranberry Panda Tip: Timing matters. Space your check-ins far enough apart that they don’t feel forced or overwhelming. The goal is to nurture, not nag.
For candidates who aren’t ready to move yet, consider offering project-based work or consulting opportunities. This gives them a chance to experience your company culture without committing to a full-time role.
Cranberry Panda Tip: Offering freelance or project-based roles is a great way to build trust and showcase your workplace. It often leads to full-time hires when the timing is right.
Managing a talent pipeline can get overwhelming without the right tools. A Candidate Relationship Management (CRM) system or Applicant Tracking System (ATS) helps you organise interactions, track communication history and set reminders for follow-ups, ensuring no connection slips through the cracks.
Cranberry Panda Tip: An ATS isn’t just for active job openings. Use it to create segmented talent pools- like UX designers or digital marketers - and schedule personalised outreach campaigns to keep your brand on their radar.
Building a talent pipeline is a long-term investment. It requires patience, consistency, and a value-driven approach. But when the perfect role opens up, you’ll already have a network of engaged, talented professionals ready to step in. Need eCommerce recruitment support? Click below to get in touch with our team of experts!