Align on who you are looking for 🔍

Recruiter: The Hiring Manager doesn’t always know how to communicate the nuances of the particular role, which aspects are crucial to articulate or how feasible the expectations are vs. the real talent market. Your role is to create a space where you can deconstruct the profile. Don’t be afraid to ask questions, even the simplest one can uncover some interesting details.

Hiring Manager: An e-mail or a requirement list hand-off is not enough. The time you will dedicate to discuss the role at this stage will set up the recruitment process for success. You have the best insights into the requirements, help the Recruiter understand the nuances of the role. Is there a particular sample profile that would match the position? Is there a team member whose skill-set “twin” the Recruiter should find? Share your knowledge!

Define the process, expectations and timelines 🎯

Recruiter: Sketch out the end-to-end hiring process and the timeline - very often the Hiring Manager may not be aware of how much work goes into getting the candidates that are invited for the interview with them. Share your insights into the market, past experiences with similar roles, findings from the initial pre-recruitment research. Make them understand what’s happening in the background as they are going about their day-to-day tasks and how long it takes on average to have a successful hire.

Hiring Manager: Are there any questions regarding the recruitment process that you have? Any particular practices that worked for you in the past recruitment experiences? Great! Give the Recruiter your perspective. Leverage your subject matter expertise – if you are working on more technical roles, share a set of questions to include in the Recruiter’s screening process. Choose your level of involvement. Would you like to access the candidate database and look through potential candidate profiles? Should the Recruiter share sample profiles for you to review and share your perspective? Once you are aligned, the magic will happen.

Establish open lines of communication and agree on regular check-ins 📋

Recruiter: You are the Hiring’s Manager eyes into the market, don’t be afraid to show the relevant data and insights from the market and the recruitment process. Gather data along the way: what feedback do you get from the candidates, what is the market situation and the talent pool for the role or what challenges do you face? It will enable you to identify the gaps in the hiring process and to overcome them. Don’t forget to agree on regular check-ins!➡️ You can read more about the recruitment data magic and how to use it here 🎯

Hiring Manager: Let the Recruiter know how often you want to be updated on the progress and the challenges. Agree on what channels of the communication are best for you. Stay engaged - during the recruitment process, candidates may ask some difficult questions only you may know the answers to. If there are challenges along the way, collaboration will be the key: is there a requirement you can be flexible on that will make the talent X times bigger? It all comes down to open channels of communication.

Why is it worth it? 🚀

Effective collaboration between a Recruiter and a Hiring Manager streamlines the recruitment process, enhances candidate experience and ultimately leads to better hires. It fosters a culture of partnership and mutual respect, driving organizational success in the competitive talent landscape.