The relationship between a hiring manager and a recruiter is the foundation of the hiring process. If this relationship is not a positive one, the entire recruitment cycle becomes a struggle. Much like any other relationship in your life, there are some fundamental keys to keeping this one successful and thriving.
is the primary element of maintaining a healthy relationship between yourself and your recruiter. As a hiring manager, you wear many hats. Having a hand in the HR process, managing current employees and hiring new employees – you don’t always have ample time to sit and discuss the position your recruiter was hired to fill. The importance of this is sometimes unnoticed. A broad description is given to your recruiter to search for the perfect candidate when ideally some essential qualities or characteristics are overlooked or assumed. If your recruiter requests to sit with you to discuss the position, give them your time. It may take vital time out of your schedule for the day, but in the long run, it will prove constructive.
Taking time to discuss the traits of your open position is not the only instance in which communication is vital. Contact needs to remain constant throughout. The more often you speak, the stronger the relationship will be and better results will yield as a result. When a recruiter sends you their candidate, make sure you provide comprehensive feedback, the good – the bad – the ugly. The more the recruiter knows about the pros and cons of who they are submitting, the closer they will get to finding the ideal individual you are looking for. Post-interview follow-up calls are a great way to prioritize and maintain constant feedback.
between a hiring manager and recruiter is imperative, and having faith in the competence of the recruiter you are working with is fundamental. Be receptive to the feedback given by your recruiter. They are your eyes and ears to the candidate world. They speak to the candidate about other company competition, compensation, perks and benefits. Listen and react to the feedback they provide. Hear their challenges and take note of the personal expectations of the candidate they provide you with. Being able to look at the process from the candidates’ perspective will guarantee a positive candidate experience, and you will gain a competitive advantage against your business opponents.
each other. It is the recruiter’s job to make it seem as though there is a large pool of qualified individuals you have to choose from for your position, but the secret is there isn’t. Have patience with your recruiter while they are searching for the perfect fit; honing in on the positive and negative qualities of the candidate your recruiter is submitting to you will provide a beneficial filter during your recruiter’s search and aid the process. Once a qualified candidate is submitted, work with your recruiter to make sure onboarding is done in a timely fashion. There is no greater downer for a recruiter than to spend multiple hours sourcing the perfect candidate just to let them slip through the cracks because the hiring process was put on hold and they chose to accept another position. It is understood that hiring managers are under a lot of stress, but mutual respect and understanding from both parties will develop a successful partnership.
If you can apply some of the key elements of maintaining a successful relationship in addition to partnership, understanding and honesty, a healthy work union will culminate and the hiring process will run as a well-oiled machine.
By Jaclyn Gallo | People Science Talent Advisor – Sourcing Specialist