Heather Hamilton of Microsoft has written an interesting post about hiring managers' laziness that resonates with me because I'm on the other side.

Although I'm trying hard to find a job description that somewhat matches my interests and skills and potential, on the other side I'm facing people that seem to act single-minded, focused on the one job description only and apparently unable to look left or right.

I came to believe many managers think they can stick a tap to the wall and turn the knob to get as much water as they want.

And so they seem to approach recruiting, just turning the knob on the HR department to get them candidates raining down and the position filled in no time. Same procedure next time. New job, new knob.

This is where I drop out. I don't apply more than two or three times at the same company, because the last thing I want is being considered a resume spammer.

But then again, if the recruiting process resembles filling a glass of water, there better be a pipeline.

And this is where Heather's term "pipeline recruiting" resonates with me. BTW, is that an actual recruiting term? Or did she coin it? There aren't too many hits showing up on the search engines.

I wouldn't mind getting stuck in some recruiters pipelines. If they have an honest interest in my skills and potential, and are able to develop a relationship and provide feedback, we could at some point come together to make some hiring manager's wish come true.

Even better the hiring manager would cater a pipeline of candidates, to communicate the development of requirements, to get the feet back on the ground of the job market and to create a network of experience.

Here is where I see the chance of communities such as Job Burner. Although in it's current and early stage it only initiates communication from job seekers to recruiters, it could soon become a great tool for networking amongst job seekers, recruiters and hiring managers, a place for pipeline recruiting.

And that's the word.