It’s a common mission: Hiring managers and recruiters both want to find the best candidate for the job. Like any other relationship, talent acquisition teamwork requires trust and communication to be effective and successful. Finding the best candidate is hard work, and when a hiring manager rejects your “purple squirrel,” it can be disheartening.
Veteran HR Leader, speaker and fast-food connoisseur Dawn Burke understands this type of frustration, and in her blog post Your Hiring Manager Hates Your Top Candidate? Eat a Chicken Nugget she says, “Doesn’t this sound familiar? When you forward your hiring manager the candidate that simply rocked your world. And then the hiring manager not only neglects to hire your top candidate, but they don’t even want to interview them.”
Poor communication and ambiguous job requirements are just some of the challenges to finding the best candidates. Unrealistic expectations and indecision from hiring managers can also extend the process—and the aggravation.
What’s the solution? Clear communication between the hiring manager and the recruiter at the beginning of the search will help expedite the process and produce better results.
Burke suggests taking a different approach to the relationship: Let the hiring manager run the show. In The Secret Recipe For Great Hiring is Finger Lickin’ Good, Y’all, Burke says this “means shifting the philosophy of the talent acquisition function” and that “for years many recruiting teams believed that they are failures if something goes wonky in the recruiting process. Why? Because that is our gig. Protect and preserve, a very human instinct. But it’s not your gig anymore. It’s ‘our’ gig. You and the hiring manager. You and the company. What’s your role? You teach a man to fish.”
Burke recommends getting the process started by asking your hiring manager this: “What can the talent acquisition team do to make you successful in filling this job?” This one question will help the recruiter determine many things regarding next steps and will help ensure a more successful hiring manager/recruiter team.
How are you handling the talent acquisition teamwork in your organization?
Please join @shrmnextchat at 3 p.m. ET on August 30 for #Nextchat with special guest Dawn Burke (@DawnHBurke). We’ll chat about how recruiters and hiring managers can create winning relationships and work together to find the best talent.
Q1. Should recruiters let hiring managers run the show? Why or why not?
Q2. What are some of the most common problems between hiring managers and recruiters?
Q3. What are some of the most common misconceptions about hiring managers and recruiters?
Q4. What are the most important questions that recruiters should ask hiring managers at the onset of a search? What information is critical to the success of the search?
Q5. Hiring managers: What do you want your recruiters to know when it comes to helping you find candidates?
Q6. “Teach a man to fish” … What can recruiters teach hiring managers about the recruiting process?
Q7. Hiring managers are often time-strapped. What can recruiters do to help mitigate time issues?
Q8. How is technology changing the relationship between the hiring manager and the recruiter—for better or worse?
Q9. If hiring is a partnership, should recruiters and hiring managers be incentivized together? Why or why not? (Let us know if you’ve tried this in your organization and how it works.)