The latest news and advice from our recruitment experts.
No matter how considerably easier the recruitment process has become, thanks to automated smart Applicant Tracking Systems, face-to-face communication remains a key role for the HR professional not easily replaced by technology.
One area that is critical to an optimal recruitment result is a positive and collaborative hiring manager experience.
So we’ve reaching out to a few HR professionals, to get their feedback on the hiring manager experience. Here goes:
It pays to ensure the pre-recruitment stages of the process are fully collaborative to ensure that the HR team understands what the hiring manager and their team are seeking in a new colleague. Take the time to sit with the hiring manager and understand what they are looking for over and above simple criteria such as experience and/or education. This will allow you to refine your shortlist with greater accuracy ensuring that when you put forward a group of candidates they have strong potential.
Not taking the opportunity for a frank conversation about the intangibles of talent may result in delivering poor candidates, wasting time and money, frustrating hiring managers and potentially putting off great talent.
Equally, ensure that they have answered questions you might get from a candidate. By having these answers at your fingertips, you can avoid having to go back to the hiring manager time-and-time again.
A face to face conversation about the hiring manager’s department needs is only the beginning.
You are the expert, so ensure the manager feels that this acquisition is under control. As a recruiter, be clear and upfront about the process, including what you believe the response will be, and how long it may take. Ask how and how often the hiring manager would like to be alerted. Often, their priority is on their core business area and they might be satisfied with little communication.
Establish these ground rules before you commence to avoid disappointment or frustration.
Talent acquisition and applicant tracking software such as from QJumpers will give you the ability to take greater control of the process. Intuitive, integrated and customised, you can tailor the process according to what you and the hiring manager have agreed.
Hiring managers have their own roles and targets to fulfill, with recruitment usually being a minor part of this. The burden of finding the right colleague should fall on your shoulders and not theirs.
Take ownership and manage the process from arranging initial meetings with the hiring manager, to reporting back to them proactively, to checking in with them about their needs and if those needs have changed. Choose the right technology tools to enable you to do this. Utilising the skills of an internal recruiter and applicant tracking software system, Human Resources teams can assist hiring managers from either within a centralised or decentralised process.
Leading does not imply telling. It means the hiring manager feels confident that you will deliver a group of great candidates at the designated deadline providing updates as agreed.
But remember, that although you are leading this process as the recruitment specialist, you are working very closely and collaboratively with the person who ultimately must work with the candidate that emerges from the acquisition process.
There’s a fine line between helpful communication and becoming a burden. Be very clear about what the hiring manager expects to see during the process, for example when and for what purpose you might email them or pop your head in.
Understand what they want, and communicate what candidates want, so that there is some common understanding as you embark on the acquisition.
Get an in depth understanding of the hiring manager’s requirements to avoid constant questioning. This should also go some way to assisting you to shortlist the candidates for the hiring manager successfully without too much ‘checking in’.
If you are sending questions, reports or general enquiries to the hiring manager, keep these succinct and important. While the acquisition process is your job, do not forget that the hiring manager has a whole other role within the company. QJumpers reporting analytics software is a great tool to provide succinct updates on your process.
It’s unlikely that this will be the first time you will have to work with the hiring manager. Achieving points 1-4 will ensure that you will have a productive and collaborative working future together. If not with this particular hiring manager, then certainly with others who will benefit equally from your transparent, expert-led, two-way process and the technology you have at your fingertips.
At QJumpers, we pride ourselves on being able to provide up-to-date, key information to help aid in the recruitment process, especially when it comes to ease of workload for the hiring manager. To learn more about how the QJumpers ATS software can benefit your organization recruitment process, contact us on 0800 758673, firstname.lastname@example.org or via our website.
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