Between managing employees, overseeing the daily workflow, planning and ensuring goals are met, hiring managers sometimes struggle to handle their responsibilities in the hiring process. But just for a moment, imagine a world where both the recruiter and the
employer are proactive in their search for a new employee. It could do wonders for the hiring process and lead to more satisfaction for everyone involved in the process, from the recruiter to the hiring manger to the candidate. As a recruiter, part of your job is to motivate and empower your hiring managers to take care of those things that often fall to the bottom if the list. Here are five easy ways you can do that:
1. Provide tools for collaboration
If we’re being honest with ourselves, we’d probably admit that when communication or completing tasks is cumbersome or inconvenient, we put it off. You can empower your hiring managers to check things off your to-do list, respond to messages and communicate with you by providing an easy way for them to do so. By adopting a CRM for recruiting that allows anyone involved in the process to quickly, easily and conveniently do what you need them to do, you eliminate one of the most basic but common barriers in the hiring process.
2. Maintain relationships
Some of the most important relationships for a recruiter are the ones with hiring managers. For both hiring managers and recruiters, the success of the partnership is vital to the success of the hiring efforts. One of the best byproducts of maintaining that relationship is that you’re actually empowering them to maintain communication with you. You become more accessible and approachable when there’s a personal relationship there. They feel comfortable being honest and sharing their concerns and thoughts, which means things move along quicker, there are fewer miscommunications and in the end, positions are filled in a timely manner and with better hires.
3. Provide feedback
Hiring managers may know what they want, but they may not always know how to find it. Rather than taking what they say they’re looking for and writing a job posting verbatim, look at it critically and provide feedback if you don’t think what they’re saying is going to help you deliver what they’re looking for. Additionally, debrief after interviews and provide guidance if you notice that the questions they’re asking aren’t revealing the information they’re seeking. By doing so, you’re putting yourself in a position to do the best job you can and empowering them to ask the questions and present the job opening in a way that will help them find the best fit possible.
4. Help them help you
While you’re the recruiting expert and your hiring manager is an expert in their own business area, they can still help you identify candidates. Let your hiring manager know that they can pass along contact information for you to follow up on, post about the position in their social networks and talk about it at networking events. After all, they are more likely to know others with a skill set similar to their own than you are. If working together means they end up with a great new employee, they’ll probably be happy to do what they can to help.
5. Be transparent
One of the biggest complaints recruiters have about hiring managers is that they don’t make the hiring process a priority, which drags things out for much longer than it needs to be. Help hiring managers understand their role and your expectations in a transparent and honest way, while also letting them know you’re here to support them in any way you can. Sometimes people don’t give us what we need because we haven’t communicated what we need or the importance of it, so eliminate that possibility by politely and professionally discussing both your roles in the process.