by Melissa Bissing on June 5, 2019
3 min read
Can you bridge the growing gap between your hiring managers' expectations and the realities of modern recruiting? Try these 7 tips to help.
Your talent pool, your hiring practices, your recruiting technology – everything about talent acquisition is changing in today’s digital world. Except perhaps your hiring managers. They don’t live in the recruitment space, and they’re experts at running their unit, not sourcing, screening and interviewing. How can you bridge the growing gap between your hiring managers’ expectations and the realities of modern recruiting? Try these tips to strengthen your working relationships.
Recruiters are not just order-takers in today’s TA space. That’s an outdated perception unfortunately still held by some hiring managers. Overcoming it starts with signaling to your hiring manager that you’re interested in a deeper relationship that will help you provide more value to her business unit. Do whatever it takes to better understand her management style, the culture within her unit, and the traits and interpersonal skills candidates will need to be a valuable addition to her team. When you receive reqs from a hiring manager, insist on a few minutes with him to ask questions and round out the information you need to develop a stronger shortlist. Approach every interaction with a hiring manager with a relationship-building mindset.
As a recruiting professional, you understand the tight talent market and appropriate minimum requirements for a role. Your hiring manager may not. Building a relationship and trust with your hiring manager will earn you the leeway to challenge unrealistic expectations. When a req comes through, prepare to talk with that manager about the state of the candidate pool for that position, and strategies that will work best to fill it quickly with quality talent.
This is a simple tip about communication. The recruiting language you use with your team members may not mean much to a hiring manager. When you start talking about interview to hire ratios, your CRM, even sourcing, he may just tune you out. Make a conscious effort to ask questions and explain what you’re doing in a way that allows your hiring manager to understand the process clearly and partner with you to fill open positions.
When hiring managers have an open position, it usually means they’re shorthanded and struggling to maintain productivity. Give them an easy, convenient way to review possible candidates or quickly connect them directly with potential candidates using an AI-enabled interviewing platform.
A single-solution platform like Montage allows you to:
Many hiring managers, especially those who hire infrequently, have never had the benefit of interviewer training. Share your knowledge and skills in this area by inviting them to a coaching session on interviewing. You can cover the basics of interviewing, tips you’ve learned from your experience, information on compliance, and a big-picture view of the hiring process. Their takeaway should be confidence in their ability to conduct interviews that are more productive and provide a better experience for candidates.
In a best-case scenario not too far in the future, you could take a very proactive approach with hiring managers. In some organizations today, recruiters come to their hiring managers with forecasts for future talent needs and projections for time to fill for those positions. They’re tracking turnover rates for positions over a period of years, researching how competitors are attracting the candidates, and evaluating sources for quality of hires. With highly proactive recruiting strategies, you could be in a much stronger position to engage and hire better talent and lift the burden from your hiring managers’ shoulders.
Some hiring managers may be faster to embrace the changes you’re putting forward than others. Be persistent in a respectful way as they adjust. All of these tips will help you provide higher value to your hiring managers and secure the best talent for your organization.
Like to see how your peers select an interviewing technology partner? Download this Montage resource.