One strategy I consistently use, and advocate for in both Do Recruit and through ReEngineering HR, is building"talent communities anchored in authentic, value-driven engagement, not just job-based transactions. Instead of waiting for roles to open, I focus on building genuine relationships with potential candidates through shared curiosity, conversation, and connection. The adage 'it's not what you know, but who you know' is still true. This type of relationship building could involve inviting them to join virtual coffee chats, weigh in on emerging industry trends, participate in peer panels, or contribute to a community-centered newsletter or network. It's about saying, We see you, long before we need you. The key is to engage talent in ways that reflect your organization's identity, values, culture, and future vision. That way, when an opportunity arises, you're not scrambling to sell the role; they're already sold on the mission. The benefit? When a position does open, you're activating a warm, informed, and already-aligned pipeline. These candidates move faster, ask more thoughtful questions, and are more likely to stick because they already understand the culture and context. They're not just interested in a job, and they're invested in your story. This approach also shortens time-to-fill, reduces misalignment, and increases offer acceptance rates, because you've taken the time to build trust before making the ask. We call this relationship-first recruiting, and in a hiring landscape where talent has choices and attention is scarce, it's not just a smart move; it's a necessity. It's a competitive advantage.
One strategy we use at Runway to build relationships with potential candidates before positions open is providing them with ongoing training and detailed guides that help them navigate the hiring process and upskill their abilities. This proactive engagement ensures candidates are prepared and confident long before they interview. This approach benefits the hiring process by creating a ready pipeline of talent that's already equipped with the right skills and mindset. When companies have openings, they can quickly connect with qualified candidates who understand the process and are eager to contribute. This reduces time-to-hire and leads to better matches with higher retention. In fact, the average time to hire on the Runway platform is just 21 days, 50% faster than the industry average. Runway has helped over 400 employers hire the best early career talent who grow and stay with their organizations by focusing on building these relationships early and investing in candidate readiness.
One of the most effective strategies we use—and what we coach all of our clients to embrace—is evergreen recruiting. Simply put, hiring shouldn't begin when a position opens. It should be a continuous process, 365 days a year. The reality is, top talent doesn't always show up on your timeline. By consistently accepting applications—even when you're not actively hiring—you give yourself the opportunity to meet rockstar candidates when they're ready, not just when you are. That flexibility can be a game-changer. If someone exceptional applies and you have the foresight and tools in place, you might create a position for them—or keep them warm for future needs. This approach builds a strong candidate pipeline and creates a major competitive advantage. Instead of scrambling to fill roles under pressure, you've already built relationships with high-quality applicants. You've engaged them, stayed top of mind, and when the timing is right, you're no longer a stranger—they're more likely to say yes to your offer. At StaffedUp, our platform is designed to support this kind of proactive recruiting. With the right tools in place, you can automate much of the outreach and engagement, making it feel like you have a full-time recruiter working around the clock—when in reality, you're spending just a few minutes a day managing your candidate pipeline. It's efficient, it's scalable, and most importantly, it works.
Before a position goes live, I often engage candidates through proactive, personalised communication to forge relationships with key prospects. Regular engagement with hundreds of high-potential talent profiles includes emails with personalised content, social media interactions, and periodic check-ins to be well aware of their career aspirations and keep them abreast of our company culture and industry trends. The ongoing dialogue that happens intermittently rather than isotope on an ad-hoc basis when a role is up for grabs builds trust and keeps our organisation at the forefront in these candidates' memories. The benefit is mutually enjoyed: when a permanent staffing need arises, I already have a warm, engaged talent pool familiar with our values and excited about the opportunity. This translates not only to a shorter hiring time but also to better hiring, as candidates are already emotionally connected and are more likely to be strong cultural fits.
I treat recruiting like sales—always building a pipeline, not just hiring when there's a need. I regularly connect with standout professionals on LinkedIn, even if we're not hiring, to learn about their work and share what we're building. This pre-hire relationship building means that when a position opens, I'm not starting from zero. I already know who might be a fit, and they already have context about our team and culture, which speeds up hiring and improves the match.