As the war for talent continues, it’s time for recruiting leaders and hiring managers to shift to more creative and innovative recruiting solutions. A bold approach that I have been recommending since 1999 is the creation of “evergreen jobs.”
Simply put, these are the one or two most critical corporate jobs where you literally continuously search and hire every more-than-qualified applicant who fits the culture in order to ensure that you always have enough talent in these critical positions.
The term evergreen comes from the fact that the jobs are always open, just as an evergreen tree is always green. Now it might initially seem crazy to hire when you don’t have an open job, but the approach has proven to be quite effective. Imagine if you were an NBA basketball team and LeBron James suddenly became available. Would you hire him immediately, even if you didn’t have an open job or requisition? Of course you would. That’s the concept behind evergreen jobs. Evergreen programs frequently cover jobs with high turnover, including nursing, retail (i.e. REI), and call centers. But they work even better in high-impact mission-critical jobs at growing tech firms with large campuses.
An Evergreen Job Program continually sources top talent in a mission-critical job. But rather than stopping when you create a pipeline of reserve talent, it continuously “over hires” each of the “more-than-qualified” applicants, in order to create a talent surplus in this critical job.