Working together effectively: Four tips to get it right with Hiring Managers

Did you know that 56% of recruiters claim the biggest bottleneck is hiring managers moving candidates through the hiring stages and a further 43% say it is hiring managers reviewing resumes?

That’s a lot of disgruntled relationships with hiring mangers! We’re going to guess while you might not have known the exact number, the general consensus doesn’t surprise you. While this common problem hasn’t been overtly affected by COVID-19, there are some evergreen issues which need addressing. Here’s are four tips to help get the most out of your hiring managers. 

1. Collaborate

Hiring managers often simply don’t understand the extent to which they are required. By establishing early on that their input is not only expected, but that it’s essential to the speed and success of the hire, will help all parties understand that it is a collaborative process. 

2. Communicate

There’s few problems in this world that can’t be solved with better communication, and this is one of them. Frustrations often crop up between recruiters and hiring managers, and these can be avoided with regular, clear communication. It might seem tempting to fall silent if you’ve been unsuccessful in sourcing a shortlist of candidates, but don’t. Communication leads to understanding, so let your hiring manager know what is causing delays, and what you’re doing to overcome it. It’s also important to communicate your needs to the hiring manager. We recommend setting up a regularly scheduled meeting where both sides have an opportunity to talk. 

Find out more about how SocialTalent can enable your hiring managers with our curated training courses.

3. Make it about them

If it’s continually difficult to get your hiring managers on board, have a think about how you phrase your needs. Are you framing your requests in regard to what you need? Try rephrasing to frame your request around what the hiring manager needs. For better or worse, people are more likely to do things which benefit themselves.

Don’t say	Do say
I need you to review this shortlist of candidates for me.	I’ve found some candidates for you that I think would be great for your team. Could you see which ones you would want to bring in for interview?
Could you review this job description and let me know if it’s accurate?	I want to make sure we get the right candidate for you. Do you have a few minutes to run through this job description?

It’s a small change. But reminding the hiring manager that ultimately your tasks are to benefit them, can help get them see them as something other than just another to-do that can be delayed. 

4. Make the hiring manager experience as positive as possible

Like anyone in your hiring process, consider their experience as not only an opportunity to improve, but also to help set you up for future success. Listen to their needs, not only for the role, but also to fulfil what you need them to do for you. Is there any tech that could help? By considering what obstacles they might experience, you will be better prepared to deal with them. Making the hiring manager experience a positive one will not only make future interactions with them easier, but also will encourage them to talk positively of the experience with other hiring managers in your organisation.  

This is just a taster from our latest ebook, The Future of Work is Now. You can download the full chapter on how to work effectively with your hiring managers for free here.

 

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