
Once we have the satisfaction levels established, we implement a strategy based off what we know about the manager to get them to that advocate level. This strategy will look different for each hiring manager because each manager will have different things that are important to them and add value to their experience in the service provided. For most managers it’s just a matter of getting them great candidates, for others it’s being responsive and getting the hiring managers answers quickly and accurately. There are some managers that will take more than great service to get them to be an advocate, but if you know what will make them happy then you can chip away at it slowly and establish the trust needed to convert them over to the advocate side!
In RPO, we work with man clients and can have hundreds of hiring managers that we deal with on a monthly basis, so these reports can be overwhelming for recruiters the first few times we do them. However, once the recruiters see their managers are starting to become advocates it all become time well spent and recruiting becomes a lot more efficient and enjoyable for everyone. It is not always easy to get all your hiring managers to become advocates but with time, hard work, and great candidates we always get there.
By Lindsey Roundtree | People Science Director of Client Services