Sales pipelines are the lifeblood of a sales organization. Same goes for your hiring because recruiting is just like selling. If you wait until you’ve lost even one rep to start prospecting for new candidates, you could be pretty far behind the eight ball.
The company itself and the hiring manager should be always putting out content, whether through LinkedIn or other social media, to stay in front of “passive candidates.” Those are the people who are employed somewhere right now, but maybe in six months are ready to move on. They might remember something exciting that your company is doing and proactively think of you.
Sales leaders, managers, and their recruiters should also check in with top talent to see how things are going and if they would be interested in a conversation. You might hit someone at just the right moment when they’re ready for a change.
All of this takes time — especially when the crucial “time to fill” (a common term among recruiters) is elongating no matter the methodology. Whether it’s a contingency firm, a recruitment process outsourcing firm, or an internal team, it used to take about 30 days to fill an opening for a qualified sales rep. Now it’s closer to 45. That’s why it’s critical to be filling that pipeline continuously.