Manage Your Hiring Manager

 

All the talent acquisition professionals or recruiters must be dealing with many hiring managers.

Sometimes their expectations reach the sky and with available tools and limited resources one must manage the hiring managers before making hiring plans. Whether you are leading a team of recruiters or working directly on a hire, use these tips to build happy, healthy, and stress-free partnerships with your hiring managers.

1.     Break the ice

Review hiring managers working style, interests, and shared connections. To increase your credibility, demonstrate that you have a firm grasp of the business and how in the past you have encountered similar situations.

2.     Learn their individual styles

Openly ask how they like to hire – for example, do they prefer to check in immediately after interviews or do they need time to reflect? Do they want to see multiple candidates before deciding, or will they hire the right person once they meet them? Agree on responsibilities at the outset and confirm how involved they want to be.

3.     Set the action plan together

Outline the raw skills and personality requirements. Forward sample profiles and drill into specifics on why they like or dislike them. Determine how involved they want to be and agree on what success looks like. Get all the details like must to have and good to have skills the prospective candidate must possess!

4.     Tap their contacts

Ask them to refer star performers. Request that they share jobs and company news on select platforms to make them feel invested in the process. Make it easy for them by drafting language they can adapt.

5.     Prepare them for candidate engagement

Educate them on your employer brand. Inform them that candidates evaluate the employer too. This is especially important if you are a small business with a lesser-known brand. Help them build profiles that convey their excitement about working for your organization. Inspire them with authentic employee stories and language they can use when talking to candidates.

6.     Listen and refine

Ask candidates about their recruiting experiences, regardless of outcomes. Collate and show the hiring managers and agree how to adjust. Be the solution provider to their problems. Guide them when to hire, how to choose.

7.     Look to the data

Track the performance of hires over time so you can identify top quality sources. Communicate this approach to demonstrate your commitment to attracting the right talent.

8.     Keep the communication going

During the hiring process, send regular progress updates to hiring manager on key stages in the pipeline (profiles viewed, candidates contacted and screened, etc.). Check in with them even after filling a position to see how things are going. This will build trust and strengthen your relationship over time.

9.     Give and get feedback

Manage expectations with numbers and facts. Do the market mapping and show the size the talent pool and share the stats. If the pool is too small or too big, adjust criteria with your hiring managers.

10.  Show them your progress

Share the statistics or progress of their hiring chart. Give status of offers made, future joinees.

Happy Hiring !!