Last week I wrote about the importance of creating a recruiting pipeline with the same urgency and intentionality applied to sales pipelines. If you are intrigued or persuaded, but looking for some practical how to’s, this post is for you! The problems to be solved: Over the long-term, you want to flip from having to chase mediocre talent to being sought out by the best of the them. When you have an opening, you want to be able to immediately schedule interviews from a list of candidates you have previously screened and cultivated a relationship with. You are tired of wasting time interviewing candidates that are a bad match for your company, let alone the job description. In addition to wasting time, it dilutes the pool and you are concerned that you may be hiring the best of the worst. You are losing the talent war to companies with more…