Finding qualified candidates to fulfill job positions is not a fast process, and takes approximately on average 60-90 days from beginning to end. During that long waiting period, oftentimes the most desirable candidates are snagged by other companies. While a recruiter does bear much of the responsibility, collaborating with the hiring managers on a consistent basis will help shorten the gap and acquire those talented people, especially in the highly competitive industries. Here’s how to keep hiring managers involved throughout the whole recruiting process.
Below are suggestions on how to better engage Hiring Managers:
1. Know what the hiring manager needs
Of course the hiring managers are counting on you to find the best candidates, but their familiarity of knowing the requirements of a job will help you gain better insight on the position you need to fill. Have a conversation to determine the necessary skill set and expected responsibilities. Create a questionnaire for your hiring managers that ask for details including: job title, day-to-day duties, salary and benefits, required qualifications and experience, as well as information about the company culture and team structure.
2. Explain the process of recruiting
Generally, when a hiring manager reaches out to a recruiter, they want the position filled yesterday. However, by taking the time to educate them on the various phases involved in the recruiting process, they are more likely to have realistic expectations. Provide them an overview of your strategy and welcome feedback. This, along with providing them with routine updates on candidate screenings and evaluations will inspire them to see you as a trustworthy, reliable expert in your field.
3. Have the hiring manager participate in the interview
A recruiter will very rarely have enough information about the job details to thoroughly conduct the interview. This is especially true when the position is tech related. Thus, by involving the hiring manager in the interviewing process, it ensures an accurate description of the position and allows the candidate’s questions to be answered promptly. Having the hiring manager involved in this process is twofold in that it is respectful of the candidate’s time and it conveys that the hiring company is committed in finding the right person for the job.
4. Recognize possible disqualifications
By taking time to understand the expectations of both the hiring managers and candidates, you will be equipped to pinpoint possible deal breakers. For example, many positions such as customer service, graphics artist, or developer are frequently offered as at-home jobs with flexible hours, as well as specific salary and benefit expectations. Knowing what is reasonable will help you weed out the disqualifying points early on.
5. Don’t be pushy
From a recruiter’s standpoint, the above suggestions can bring about excitement and relief. However, hiring managers will have their own opinions. Undoubtedly, you’ll have some hiring managers who want to review every applicant and receive an update from you daily. And, then again, there will be some hiring managers who have so many other responsibilities, they will rely on you to do all the legwork until time to present the top candidates. While it is important to keep communication lines open, pleasing your client is critical.
5. Involve them in Sourcing
Get them involved with sourcing! Whether it’s creating a LinkedIn sourcing jam event with the whole team or asking for networking referrals. Another, great idea is having the hiring managers sent out inmail or email to passive candidates. Overall, get them involved in sourcing! They will soon realize how difficult it is to actually bring an applicant onsite for an interview.
I wrote a post about creating a talent sourcing jam session with a hiring manager (here).
Final Words
Bottom line, communicating with hiring managers throughout the entire process helps recruiters find the right person for the job much faster, while nurturing a professional relationship with the hiring managers. You will may need to fail a few times before you fully understanding how to nurture and engaged a hiring manager at your company.
Recommended Reading:
Josef Kadlec Interview Spotlight
How will the Coronavirus Impact Recruiting in 2020
Breaking SourceCon Seattle Goes Digital
