Winning teams – in sports, business and in all areas of life – have deep benches.

Even if your company is fully staffed, taking your eye off the ball when it comes to recruiting is a sign of complacency, which is the kryptonite of success.

What if one of your stars takes another job? What if one of your top executives experiences an unexpected health crisis or family tragedy and leaves the company? Did you know that two-thirds of those reported to be misusing painkillers in the U.S. are currently employed and are thus susceptible to declining performance or medical leave?

More than ever before, companies must be ready to replace employees at a moment’s notice. The time it takes for you to fill a vacant position has increased. Glassdoor reports that since 2009, interview processes have grown from 3.3 to 3.7 days, and data from DHI Hiring Indicators shows that the average job opening remained unfilled for 28.1 days on average in 2016, which is an increase from 19.3 days in 2001 to 2003.

That is why it is critical for companies to build what is called a deep virtual bench. The world’s most innovative human resource leaders are vigilantly focused on recruiting 365 days a year.

Having helped world class companies recruit B2B sales executives for decades, here are have four ways to build a strong virtual bench.

  1. Aggressively target passive job seekers. LinkedIn reports that 70 percent of the worldwide workforce is comprised of passive candidates who aren’t pursuing new employment opportunities but may be open to listening. Passive recruiting is important, because most high performers are already gainfully employed. To effectively recruit passive B2B sales job seekers, you must have a great reputation within the industry as well Read More Here