Combatting the Never-Ending Pipeline & Other Recruiting Myths with Wedge

Wedge Team
May 19, 2020

If you’re part of a company that hires tons of people and does it fast, this will hit home. If you’re a recruiter, you probably dream of having a never-ending pipeline of candidates to hit your quotas. This too will hit home.

Recruiting is a cut-throat industry, you know that. The real issue is not with the recruiters, but with the expectations set forth for them. Recruiters are held to large quotas, and in some businesses, these quotas are a key factor in determining the success of the company.

With pressure like that, this reality has led to myths that are unrealistic, and rarely true.

Recruiting Myths

Never Ending Pipeline

If you’ve paid any attention thus far, you’ll know the main with that we’ll display. The never-ending pipeline.

This “never-ending pipeline” is an example of an idea that a good recruiting pipeline is never-ending, so to speak. More realistically, it is meant to be a pipeline full of candidates, qualified or not.

While this sounds good on the surface, we can touch on why having a lot of candidates in your pipeline won’t make a difference if there are bottlenecks elsewhere.

The best candidates will find you

I honestly can’t believe this is something that some recruiters think, but Job Monkey says otherwise. While this may seem far-fetched, a lot of companies actually have this mindset.

They will post a job on Indeed and wait for the perfect candidate to show-up, screen them over the phone to determine that, and then bring them in for the hire. While this is a real issue, we’ll talk about how you can fight it.

Only Recruit When You Have An Opening

This is the real deal, and a lot of companies do this. It goes right along with, only recruit for jobs that are open. Meaning if you are recruiting for an open position in software, but get connected with a highly qualified individual looking for a job in sales that doesn’t exist, you still take them through the process and see what can be done.

In no case scenario, should write off a top-candidate before bringing them in, or asking upper-management.

Quelling These Myths

Having a never-ending pipeline could cause major issues, with scheduling and screening. In most cases, there simply is just not enough time or manpower to get through a large list of candidates.

With Wedge, you don’t need that giant list. If you have a LinkedIn profile and an open job listing, it’s time to get to work. I won’t go into the details, because I wrote about that earlier this week.

Essentially, throw the traditional hiring funnel out the window, send your candidates a link to the job app, once it’s complete send them a link to complete a Wedge. Boom. Just like that you know longer need that big pipeline, just a LinkedIn profile and the search tab open. Start networking.

Similarly, that goes along with our second myth. Top candidates do not just show up and top recruiters know that. If you want to bring in a game-changer, re-read the previous paragraph and go recruit them.

For our last myth, obviously, don’t go out of your way to recruit for roles that you are not currently hiring for. But, if the instance happens, and it will, where you find a top candidate who is interested in another role, get them in the pipeline and see what you can do.

If they make a Wedge, show it to upper-management and see if they can be brought in, or if a role could be created. The answer is always no if you don’t ask, and stepping out of your comfort zone and landing a big-time candidate can instantly level-up your career.

Happy Friday, WedgeHQ readers!