Organizational mindsets and cultures need to shift if the finest talent is to be acquired through the most efficient means. A successful connection between hiring managers and recruiters needs to be mutually beneficial, based on trust, and require ongoing communication. They ought to be collaborating on strategy, interacting with candidates, and sourcing together. The approach is intended to be a mutual direction rather than an ITIL-focused approach to role-specific tasks between recruiters and hiring managers.
The appropriate strategy to be used ought to be predicated on mutual guidance regarding moral and practical human resource management practices in areas like hiring, workforce planning, inclusion and diversity, learning and development, and reporting on human capital. In order to truly improve organizational resilience and sustainability, a set of people management strategies and support must be developed in conjunction with key stakeholders.
The following five strategies will help recruiters and hiring managers work together more effectively:
1. Work through the procedure in unison. Recruiters should assign recruiting managers to roles and teach them sourcing techniques. They have to be instructed on how to spot talent within their networks and connect with leads and recommendations. They ought to be instructed on how to consider users who engage with their profile as potential leads.
2. Recruiters ought to be bold in their questioning and should not feel bad about it. Attending meetings to which they are not invited is a good idea. Participate in the discussions and go to the meetings that are required in order to obtain information. They can even become subject matter experts through a product meeting, which improves their ability to recruit. To determine whether applicant would be a good fit, recruiters should observe how teams interact with one another.
3. Offer criticism without asking to be invited. Opinions from recruiters are important and it matters what they think. Therefore, do not wait to ask them questions. Most recruiters think they don’t know what the manager needs or the open position is about, and many of them are afraid to challenge a hiring manager’s assessment of a candidate. Recruiters must to take a different approach to candidate evaluation since, if they offer their knowledge, hiring managers will learn to rely on and anticipate it.
4. Set a higher standard. The hiring manager will be grateful that you were able to discern between a good and a fantastic candidate and that you intervened to tell them to move on from the less qualified applicant.
5. Expand on your job searches. The recruiters contribute their macro-knowledge of broader business trends. Being a genuine strategic partner in talent acquisition means knowing what is going on both inside and outside the company and bringing that knowledge to the table to assist hiring managers in making more informed talent decisions.
Hiring managers think a talent acquisition business partner is great at the end of the day, and it’s their job to turn every hiring manager into a recruiting champion.