October 10, 2016

5 Tips for Hiring Managers to Avoid a Recruiting Break-Up

In life and recruiting, we all have our favorites – favorite dive bar, favorite brand of chap stick, favorite Instagram filter, favorite LinkedIn candidate, and yes, even our favorite hiring manager.  Whether you’re partnering with an Executive Creative Director at an ad agency or the Director of Talent Acquisition at a start-up biotech company, some recruiting relationships just work. But what about those client counterparts that can’t (or won’t) speak our recruiting love language?

I Feel Like You’re Never Around…You’re busy – we get it!  In an increasingly more competitive and candidate-driven job market, attracting and hiring top talent takes an average of 52 days for every open role.  And while that number may seem high, it can rapidly approach triple digits when hiring managers and recruiters aren’t communicating on a regular basis (absence doesn’t always make the heart grow fonder).

Whether it’s participating in a kick-off call to educate your recruiting team on the must-haves for an open role, providing timely feedback on a new candidate submission, or physically showing up to an interview, being present lends support throughout the entire recruiting process.

I Wish You’d Talk About Your Feelings…Feedback is the secret sauce to recruiting – without it, we can’t target your ideal candidate profile or course correct after a disastrous interview. 

Only 18% of managers believe they have the right talent required for their roles, which means the majority of employers are hiring the wrong people.  As recruiters, our job is to identify and engage with the best candidates for your organization, but it’s easy to miss the mark when hiring managers aren’t able to articulate what success looks like beyond the bullets of a job description.

I’m Not Sure I Can Live Up to Your Expectations…While feedback is critical in the recruiting lifecycle, so are realistic expectations.  As mentioned previously, the job market is incredibly competitive, and with 51% of employees considering a career change, it’s important for hiring managers to remember that job seekers can afford to be selective with new opportunities. 

To give your role an edge, it might be time to re-evaluate the number of prerequisites outlined in the job spec.  And what about during the interview – are you looking for candidates that fit the dry-cleaned suit/20-minute-early-arrival/thank-you-note-writing mold?  It’s time to loosen up.  47% of declined offers in the second half of 2015 were due to candidates accepting other jobs – most likely with employers who made the interview process an experience rather than a check list.

I Don’t Want to Keep Our Relationship a Secret…Go ahead, accept your recruiter’s LinkedIn request.  79% of candidates are likely to use social media in their job search, which means every post is an opportunity for your recruiting team to create content for your brand and to encourage traffic to your website.  By “liking” their LinkedIn updates or sharing links to job postings, you show your network (and future candidates) that recruiting is a team sport.

I’m Worried We’re Hurting the Kids…Lastly, recruiting efforts impact everyone in an organization, so the next time your recruiter is blowing up your email inbox with red-flagged requests for candidate feedback, remember that each delay in the process is a loss in revenue and a potential missed opportunity to engage with your company’s future thought leaders.  

And remember that staggering percentage of mangers who don’t feel they have the right people for their roles? – bad hires can be even more detrimental to a work environment than a lack of resources.  27% of U.S. employers surveyed said that a bad hire cost their company more than $50,000, and 37% of employers surveyed in 2012 said bad hires negatively affected employee morale. 

These tips are suggested best practices, and recruiters should always be held accountable to meet their hiring managers half-way, but with a little compromise and a lot more communication, we can work together to take our relationship off the rocks.

Tags: RPO, executive & professional search, recruiting

Author
Callie Thomas

Supporting TSP’s RPO team, Callie bridges talent gaps across healthcare advertising, R&D, and pharmaceutical manufacturing.  Before joining TSP in 2014, Callie worked with Solutions Staffing, recruiting contractors for a large pharmaceutical manufacturer of generic products in Columbus, OH.  Talent Acquisition Manager by day, Jeopardy enthusiast by night, Callie appreciates crispy truffle fries, library cards, and strong Kentucky beverages (on the rocks).

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