Hiring managers and recruiters can often be seen locked in a “he said, she said” battle–blaming one another for the mistakes that resulted in a bad hire, or trying to take all the credit for a good one.
But rather than accepting this as the way things go around HR, hiring managers and recruiters should really start to think about the wants and desires (within reason) of their respective counterparts.
In this two-part post, we’ll give you some guidelines that will help you figure out what your partner needs in order to have a successful recruiting strategy and more.
What a hiring manager wants from a recruiter:
The recruiter should understand the position, and that position’s qualifications.
Before the recruiting even starts, the recruiter should have a good grasp on the hiring manager’s expectations for the position, which includes:
- Cultural fit
- Successful attributes
There are a lot of ways to make this relationship work. One of the best ways to start is by asking a lot of questions:
- Ask for elaboration: If you’re unsure about a certain detail, then ask the hiring manager to elaborate. This might seem irritating, but it’s certainly less irritating than if you were to ask after you’ve been searching for a while.
- Ask your manager to rank their expectations: What are the most important things your hiring manager looks for in a candidate? What qualifications are absolutely necessary, and what would be a bonus to have? These should be outlined before the recruiting process begins.
- Be candid: If you find some of the expectations to be too high or unrealistic, let the hiring manager know. We’re not saying that you should shoot down your hiring manager’s goals–your job is to make sure you can find the closest fit to what your hiring manager needs. But if you know that you can’t meet those goals, then you are guaranteed to fail.
Understanding more about the position is the first step to starting a better HR.
The recruiter should really know the candidate.
The last thing anyone wants is a curve-ball being thrown at them, especially late in the interviewing process. This ends up being a waste of not only your company’s time and your hiring managers time, but also the time and effort you put into finding the best candidate possible.
If you know as much as possible about the candidate, you can do a much better job of passing off the information necessary for making a good hire.
On Monday, we’ll close out with part II, going over some of the wants and desires of recruiters. And in the meantime, let us know if you have any questions or thoughts by connecting with us on Facebook or Twitter.