Why the Best Time to Recruit Isn’t When You Have an Opening 

Post by:The Reserves Network

You’ve been there before. A valued team member hands in their resignation, and the clock starts ticking. While you’re crafting a job posting, reviewing resumes, and scheduling interviews, work piles up and deadlines inch closer. The urgency to fill the role grows—but so does the stress on your team. 

This is the challenge of reactive hiring. Waiting until a position is vacant to start looking for talent can slow operations, strain resources, and lead to rushed hiring decisions.  

According to SHRM’s 2025 Talent Trends research, nearly seven in ten organizations continue to face difficulty recruiting for full-time, regular positions. Talent shortages and competitive hiring conditions mean that when you start recruiting only after an opening arises, you’re competing for a limited pool of candidates who are also fielding offers from other employers. 

The solution is a proactive approach—building and nurturing a pool of qualified candidates before you have an immediate need. By keeping recruitment efforts active year-round, you can: 

  • Reduce time-to-fill by engaging with candidates who already know your organization. 
  • Improve hire quality by making thoughtful decisions without the pressure of a vacancy. 
  • Gain a competitive edge by moving faster than employers who start from scratch. 

A strong talent pipeline takes planning and consistency. Start by identifying roles that are critical to your operations or historically difficult to fill. From there, focus on regular engagement—connecting with potential candidates at networking events, maintaining relationships through email updates, and showcasing your culture and opportunities on social media. 

Don’t overlook the talent already on your team. Upskilling, job rotations, and internal mobility programs can prepare employees to step into new positions when the need arises, boosting both retention and readiness. Many organizations are finding success by pairing internal development with external recruitment to create a balanced, flexible hiring strategy. 

In a labor market where hiring challenges remain the norm, your competitive advantage lies in preparation. The best time to find your next great employee isn’t when you have an opening—it’s today.