Earlier this year, our Talent Acquisition team was given the
opportunity to give the rest of the organization a sneak peek into our
world. The idea was that we could show
everyone what was “behind the curtain” of the Talent Acquisition
department. In other words, it gave us a
chance to dispel some myths and preconceptions that people have regarding
recruiting. During our presentation it
occurred to me that there are hiring managers out there that don’t understand how
vital their role is in attracting the best talent to their teams. The reality is that recruiting is the
ultimate team sport and the hiring manager could very well be the MVP. So with that in mind, here are some tips that
as a hiring manager you can utilize to help your recruiter be more effective
and keep them from going completely crazy.
Approach the
recruiting process with a sense of urgency –
The importance of this cannot be overstated and the reasons
why are numerous. As a hiring manager,
your insight and decisions are what keeps the process moving forward. If you have a strong talent acquisition
partner, it’s ultimately your actions
that decide how quickly the process moves and
how quickly your opening gets filled.
Another thing to consider as Tony Kubica and Sara LaForest state in
their article The
Benefit of Urgency in a Talent Short Market: “It is folly to assume
there is an unlimited talent pool in this market…Once a passive candidate knows
that they are attractive to other organizations, there is a very short period
of time to make that hire.” Top Talent
is in high demand. Because of this, it’s
important to move quickly. Doing so will
help keep the candidate engaged in the process and reduce the risk of losing
the candidate to another company.
Treat your
recruiter as a business partner, not an order-taker –
A strong recruiting partner will act as more than just
someone who pulls resumes from job boards. Gone are the days where you throw your
recruiter a job description and they inundate your mailbox with random
resumes. Granted, the first challenge is
ensuring that you have a competent Talent Acquisition partner. They should be
your local labor market expert, your talent consultant and advisor, and your
chief strategist when it comes to finding and attracting qualified people. If you treat them as a fellow professional,
make time for them and their questions, and make a concerted effort to partner with
them, they have a lot to contribute to your business beyond just throwing
resumes your way.
Embrace the fact
that your feedback isn’t just about speed, it’s also about quality –
There have been numerous times when discussing a candidate
that I have had a hiring manager say something to the effect of “There was just
something about them that wasn’t quite right.
I can’t put my finger on it, but my gut is telling me that he/she is not
the right fit.” Now, that’s all well and
good. That phenomenon can occur when we
are interacting with other people.
However, this puts your recruiting partner in quite a bind. First off, detailed feedback is important because
it gives your recruiter something to convey to the candidate when they tell
them that they are not moving forward.
More importantly, your feedback helps recruiters hone in on what you are
looking for in a candidate. Recruiters
use your feedback to adjust their strategy and focus on finding the right
people for your role. If you are having
a “gut” feeling about a candidate, it’s important to ask yourself “What
prompted that feeling?” It could have
been a response to a question, a non-verbal cue, or a number of other things
that you can share with your recruiting partner. If a candidate falls short of your
expectations, share the specific reasons why and you will see higher
quality candidates going forward.
Channel your own
recruiting skills –
People are often surprised when I tell them that they can be
the most effective recruiter for their own roles. The reasoning is simple: If you are a hiring manager, chances are that
you have more knowledge in your field than the person that is recruiting for
you. That’s not always the case, but it
happens frequently. There is also a good
chance that you have a network of people that work within your field. Talk to your recruiting partner about what
you can do to help find candidates.
There are many tools out there that can help you promote your openings,
as well as keep track of your professional network.
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