Never Scramble to Hire: Build a “Someday Pipeline”

By Catherine Rayner 

What if you could eliminate the pressure of filling positions quicky at the last minute? Instead of only focusing on immediate hires, think about building a future talent pipeline. This strategy helps you attract and engage top candidates long before a job is available.  

A future talent pipeline lets you start building relationships with high-potential individuals who already admire your company. Over time, you’ll create a pool of engaged, future-focused candidates who are eager to join your team when the right role opens.  

Why Building a Future Talent Pipeline Matters  

Focusing only on filling open positions means missing out on connecting with passive candidates. These candidates may not be job hunting but may be excited to work for your company. These candidates admire your brand, align with your values, and share your mission. To attract them, you need to engage with them before a job opens.  

Build an ongoing relationship with these potential candidates. Introduce them to your company’s culture, vision, and growth opportunities. This proactive approach avoids the rush of last-minute recruiting, ensuring that when a position opens. You already have a list of excited, well-informed candidates ready to apply.  

How to Build Your Future Talent Pipeline  

1. Create a Content Hub  

Share valuable content that highlights your company’s culture, values, and work. This helps engage individuals who admire your company and want to learn more before applying.    

2. Host Virtual Events   

Hold webinars or virtual meetups. These allow potential candidates can interact with your team. It's an opportunity to learn about your company’s projects, culture, and values.    

3. Provide Insider Access   

Offer behind-the-scenes content or "day-in-the-life" features from employees. This builds a deeper connection and gives potential candidates a feel for the company.    

4. Leverage Social Media   

Share company news, employee stories, and success often. Post across social platforms to stay top-of-mind for future candidates.    

5. Create a Referral Program   

Encourage your current employees to refer potential candidates who admire your company. Reward them for these referrals with incentives or recognition.    

6. Showcase Career Growth   

Highlight opportunities for internal mobility and career development. People are more likely to engage with a company that offers long-term growth.    

7. Use Job Alerts and Emails   

Send personalized updates or job alerts. This keeps pipeline members informed and engaged. Tailor content to their interests and backgrounds.    

8. Partner with Educational Institutions   

Collaborate with universities or online platforms to engage with students early. Offer internships, mentorships, or career fairs to build early-stage connections.    

9. Build an Alumni Network   

Stay connected with former employees or interns. They can become great future candidates or refer others to your company.    

10. Consistent Outreach   

Set up regular communication. Use newsletters or check-ins, to maintain engagement with potential future hires.    

11. Encourage Employee Networking   

Let potential candidates network directly with current employees through informal chats or events. This helps them connect with your culture and values.    

12. Offer Internships or Job Shadowing 

Provide job shadowing or internship opportunities. These programs allow candidates to experience your company firsthand. What better wayto attract them for the long-term.    

13. Appoint a Talent Scout   

A Talent Scout can manage your talent pipeline. This ensures consistent engagement and relationship-building with potential candidates.    

Measure Engagement   

Track how potential candidates are engaging with your content and events. Use the data to see what’s working and refine your approach as needed.  

Take a proactive approach and build a future talent pipeline. You’re setting your company up for long-term recruitment success. When you build relationships and trust with people who admire your brand, you tap into a pool of top talent when the right role becomes available. The result? A smoother hiring process, stronger employee retention, and a more sustainable approach to talent acquisition.  

Need more help? Check out more tips and insights on our blog, website, LinkedIn,, or reach out. TalentRemedy is here to help you build a better hiring process, every step of the way. We support our clients with thoughtful, intentional interview strategies. We help uncover the real experiences and skills that candidates bring to the table, ensuring you make the best hire for both the role and your team. Reach out to us at info@talentremedy.com or 703-362-0175 to explore how we can streamline your recruiting process and help you find the right fit.