3 Building Relationships With Candidates Before a Position is Open
In today's competitive job market, proactive talent acquisition has become a game-changer for organizations. This article explores innovative strategies for building relationships with potential candidates before positions become available. Drawing on insights from industry experts, it delves into effective methods for creating talent communities, providing training opportunities, and leveraging social media to connect with prospective employees.
- Build Talent Communities for Authentic Engagement
- Provide Ongoing Training to Prepare Potential Candidates
- Engage Actively on Social Media Beyond Jobs
Build Talent Communities for Authentic Engagement
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; 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.
Provide Ongoing Training to Prepare Potential Candidates
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.
Engage Actively on Social Media Beyond Jobs
You need to be active on social media, and you need to provide more than just job openings. Post frequently. Talk about business in general and your industry in particular. Congratulate your contacts and colleagues. Do favors and ask for them. The more of this you do, the more chances you'll have to land that perfect candidate.
