Hiring managers need to create a pool of individuals they can tap into when they do have an opening in their organization.

When it comes to finding a great job or opportunity, recruiters will often advise candidates to constantly connect and network with industry peers to keep abreast of potential job openings. By the same token, hiring managers also need to be constantly networking with interesting and potentially interested candidates to create a pool of individuals they can tap into when they do have an opening in their organization.

A 2014 Global Human Capital Trends survey by Deloitte of more than 2500 organizations across 90 countries found that more than fifty percent of the respondents said talent acquisition and access were “important” issues while another 24 percent termed them as “urgent,” further underscoring how important it is to find and hire skilled professionals.

Given this scenario, here are four things, I’ve found, that great hiring managers always do.

1. They Are Always On the Hunt For Talent: A great hiring manager does not wait till a post opens up to start hunting to fill that position. Instead, a good hiring manager is actively seeking, courting and developing networks and relationships with talented candidates so that when there is an open requisition, they aren’t up to their eyeballs sifting through a thousand resumes a website has spewed up on them. Being on the constant lookout for great candidates is even more vital if you’re in in technology, life sciences, or health care, where finding skilled candidates with certain technical skills is always a challenge.

2. They’re in Constant Recruitment Mode: Suppose the hiring manager bumps into an interesting candidate at a tradeshow, even if he’s not hiring at that moment, cultivating that relationship could result in a better hire and cultural fit than recruiting an unknown candidate. Good hiring managers also train and encourage their staff to refer interested candidates to the organization. By getting employees to extend the search, there is always a chance of finding someone who knows how to do the job already. Even when the company is not actively hiring, referrals through the employee referral program can help develop a talent pool.

3. They Look Beyond LinkedIn: While LinkedIn is certainly fantastic to find talent in a pinch, good hiring managers proactively seek candidates on active job boards, industry networking events, tradeshows, employee referral programs and talking to recruiters like here at Lucas Group. Plus, there are certain big data tools from Facebook, Entelo, Gild, TalentBin, and Work4, among others, that can be used to source quality candidates from across the world, according to Deloitte University Press.

4. They Know Bad Hires Hit the Bottom Line: Finally, a good hiring manager knows that a bad hire can adversely hit the bottom line by stretching the company resources. A 2012 survey by Career Builder found that of the 2700 employers surveyed, 41 percent estimated the cost of a single bad hire was $25,000 and about 25 percent said a bad choice set them back $50,000 or more. Not just money, bad hires can also be drains on time, energy, resources and can adversely affect team and company morale.

While losing a job can very stressful for an employee, finding someone to replace that person can be equally stressful for the hiring manager as well. You can mitigate some of the angst by always recruiting and being on the hunt.