When it comes to the hiring manager – recruiter relationship,
the word “satisfactory” doesn’t usually come to mind. For both parties, this connection is often a source of contention, frustration, and miscommunication. On the one hand, hiring managers sometimes view recruiters as paper pushers; on the other hand, recruiters view hiring managers as having unreasonable expectations.
What is one to do about these less-than-ideal circumstances?
The most imperative factor in any relationship is communication. The hiring manager – recruiter relationship often lacks this vital aspect.
In order to improve communication and set correct
expectations, recruiters must do the following:
- Ask the Right Questions: When the hiring manager presents an open job requisition and describes the qualifications, recruiters must clarify these expectations to the best of their ability. Asking the hiring manager to rank these qualifications from most important to least important is a great start; after all, it is very unlikely that one candidate will possess everything on this list. Prioritizing skills and experience in this way will provide insight into the hiring manager’s vision for the position and increase the chances of satisfying him or her.
- Communicate Often: In addition to the quality of communication between hiring managers and recruiters, the frequency of communication is quite influential. Keeping the hiring manager updated on developments within the recruiting process builds a sense of trust on his or her part. This requires in-person meetings and phone updates rather than the impersonal e-mail updates.
While communication remains imperative to the hiring manager – recruiter relationship, it is no less consequential within the recruiter – candidate relationship. As the other half of the recruiting lifecycle, managing candidates requires special care and attention. In order to nurture this relationship, consider the following:
- Building a Relationship: When it comes to selling a position to a candidate,
building a relationship is the most efficient route. Inquire about the previous experience, skills, goals, and priorities of the candidate via in-person meetings and phone conversations. Discover what the candidate likes and dislikes about his/her current job, and use this information to promote the open position. In essence, more information leads to a smoother, more proficient process.
- Consistent Updates: For the candidate, nothing is more frustrating than a lack of communication. Approaching a candidate, asking him or her for an application or resume, and then never speaking to him or her again is the ultimate insult. Keep the candidate updated on interviews and hiring manager feedback, even if the results are negative, so that the candidate will not lose interest. If he or she is not constantly engaged, it is quite likely that the candidate will seek another offer.
Maintaining relationships at both ends of the spectrum- with hiring managers and candidates- requires consistent effort and courteous interactions. In order to maximize the benefits of each relationship, recruiters can begin to master the art of effective communication. Nurturing these relationships are likely to create happy hiring managers and happy candidates; together, these create a happy recruiter.