Does this sound familiar? Your team has been ticking along nicely for months and you think you are finally getting the hang of this management thing - when one of your direct reports who manages a team informs you they are leaving the company to pursue another opportunity.

Suddenly, it’s panic stations. 

That person was a top-performer on the team. Now customer support tickets are going to start to pile up and response rates are going to plummet. Clients are not going to be happy! And it won't be a quick fix, either. Between writing a job ad, reviewing resumes, interviewing candidates, and training the new-hire, it could be weeks or months before everything is running smoothly again!

If just the thought of that situation makes you uncomfortable, don’t worry. There is a solution.

It’s called the evergreen pipeline. 

What exactly is the evergreen pipeline? It’s a hiring strategy that involves keeping job ads active on a permanent basis - even if there isn’t currently a spot open on your team - and putting some of the best candidates through the interview process. 

This technique is most commonly used by businesses that need to quickly replace employees in high-turnover positions, like sales associates, tech support, and customer service reps. However, it’s also possible to use it to fill higher-level roles.

The most notable benefits of the evergreen pipeline include:

• Rapid Replacements: That team member handing in their notice is less of a disaster if you just interviewed someone with a similar skillset three weeks ago. You might be able to replace them with just a single phone call!

• Better Candidates: With an evergreen pipeline, you don’t just get applications from the people who happened to be job hunting when you had an opening. You get applications from everyone who is interested in the role, making it easier for you to find higher-quality candidates.

• Less Pressure: The evergreen pipeline means your management team doesn't need to feel trapped with underperforming team members just because having nobody in the role would make the situation even worse. Better options are almost always available.

The only real downside of this hiring technique is the time you need to put into it. To implement it properly, you or someone on your team will need to devote at least a couple of hours a week to recruiting and interviewing. In my view, though, it’s well worth the time investment.

What are your thoughts? Is there a role in your organization that may be a suitable candidate for the evergreen pipeline? 

About The Author

Emily Sander is an ICF-certified leadership coach with more than 15 years of experience in the business world and the author of Hacking Executive Leadership. She’s been featured in several print publications, online articles, and podcasts, including CEO Today Magazine, Leading to Fulfillment, and Leadership Powered by Common Sense. 

Emily has a passion for helping business leaders reach their full potential. Go here to read her story from seasoned executive to knowledgeable coach. If you want to send Emily a quick message, then visit her contact page here.