Why Proactive Tech Hiring Gets the Best Results
December 1, 2023
Hiring the right people when they’re needed is integral to every organisation’s success. Yet many companies rely on a reactive approach to recruitment, initiating a search for candidates only when a vacancy suddenly opens up.
The problem with this reactive approach, however, is that it can often result in hurried hiring decisions, lower-quality hires, and even increased employee turnover — all of which can make recruitment more expensive.
To address these challenges, transitioning from reactive to proactive recruitment can allow hiring managers to act more strategically and reduce disruptions to productivity.

Here we’ll explain the logic of proactive recruitment and how you can make it work for your organisation.
The Significance of Proactive Hiring
Proactive hiring is a strategy that involves actively seeking, engaging and nurturing potential candidates, even when there are no immediate job openings. Instead of filling specific technology jobs as vacancies arise, managers zoom out to consider the big picture, factoring in future workforce needs, and planning ahead accordingly.
In the fiercely competitive industries, there are several reasons why proactive hiring enables employers to be more agile:
Overcoming Talent Scarcity
In the face of persistent talent shortages, it makes good business sense to be ‘recruitment ready’ when you need to move fast on good candidates. Proactive hiring allows you to have a pool of qualified candidates ready to engage when needed.
Fostering Long-Term Relationships
Proactive hiring is not just about identifying candidates; it’s about building relationships with them. You can develop a strong rapport with regular communications, making them more likely to consider your company when ready for a career change.
Reducing Time-to-Hire
When you need to fill a specific role urgently, a reactive recruitment approach can take longer than expected. By cultivating a talent pool you can dramatically reduce the time it takes to hire a new employee, as you already have a list of pre-qualified candidates who are a good fit for your company.
Promoting a Positive Brand Image
Demonstrating that your company is committed to nurturing talent, even with no immediate openings, can enhance your employer brand. It showcases your organisation as forward-thinking, which can be a strong pull factor for ambitious tech professionals.
Proactive Recruitment in Action
To build an effective proactive hiring strategy, we suggest incorporating as many of the practices below as your resources will allow. In doing so, your business will be better prepared to act quickly and decisively when new vacancies arise.
Network
Networking is the underlying principle of all talent pool strategies. Savvy tech companies use various avenues, online and offline, to market themselves as employers and build a matrix of people who may be interested in working for them.
For hiring managers, it’s worthwhile participating in industry conferences, meetups and online forums; this allows them to meet potential candidates in a more relaxed environment.
Maintain a Robust Applicant Tracking System (ATS)
Connecting with potential talent and staying in touch is difficult without tech to streamline it all. Using a quality ATS can help you manage your talent pool efficiently. ATS tools can help you keep track of candidate contacts, profiles and interactions, making it easier to find and engage with potential candidates when the time comes.
Build an Engaging Careers Page
Your company’s careers page is often the first place potential candidates visit to learn more about your company. Ensure the website and career pages are informative, up-to-date and offers insights into your company culture, values and mission. Include a section where people can express their interest in future positions, so they can receive updates.
Engage in Regular Outreach
Keep the lines of communication open with potential candidates in your talent pool. Send regular newsletters and company updates and share industry news to keep them engaged. This way, you’re nurturing the relationship without being overly aggressive.
Leverage Social Media
Social media platforms can be goldmines for finding potential tech talent, if used intentionally. Actively engage with professionals in your field, share industry news and participate in discussions; this can help organisations gain visibility among potential candidates.
Encourage Employee Referrals
Encourage your current employees to refer potential candidates. Your team members often have connections with like-minded professionals, and their recommendations can be invaluable. Create a process for employee referrals and provide incentives to make it more appealing.
Establish Educational Initiatives
Partner with local universities, coding boot camps, or online learning platforms to offer educational initiatives; this can involve workshops, webinars, or mentorship programmes. You contribute to the tech community’s growth and position your company as a leader in the field by investing in education.
Invest in Your Company’s Future
Adopting a proactive approach to technology recruitment is not just an advantage; it’s a necessity for moving in sync with a dynamic technology jobs market. Building talent pools can help ensure your business is well-prepared for rapid growth, unforeseen talent gaps, or specialised skill requirements.
At Emanate, we help employers fill
permanent and
contract jobs in Australia daily, all thanks to our knowledgeable team of tech recruitment specialists. Could your business benefit from our industry-specific recruitment support? Contact us today.
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