Working with a Difficult Hiring Manager

Much has been written about the talent shortage, and the challenges it presents. But what about other challenges you come up against in your job as a recruiter?

Those related to a difficult hiring manager can be especially tricky to navigate.

Effort vs. Outcome

Face it, all the effort you put forth will amount to nothing if the hiring manager doesn’t follow through. Needless to say, this can be a source of incredible frustration.
Additionally, there are many obstacles a hiring manager can put in your path that make it downright difficult to do your job.
Knowing how to address situations as they arise can make a difference.

Common Scenarios

Here are two common situations, and suggestions for how to avoid and resolve them.
The changing job description. Using the job description you were given, you’ve started to search for candidates, and have even identified a few who seem like a great fit for the position. Then, the hiring manager lets you know that the job description has changed.
How to avoid this. When given the job description, confirm that the position criteria are still valid. Ask the hiring manager to kindly review the job description, just to be sure. Then, let the hiring manager know you are going to begin recruiting immediately.
How to deal with it after it happens. Let the hiring manager know you have already started recruiting for the position, based on earlier requirements, and have identified possible candidates. See if the hiring manager is open to reviewing those candidates’ qualifications. Depending on the nature of the position, he or she may be agreeable. If not, let the hiring manager know you are going to have to conduct an entirely new search, and that it will take time. If this is a verbal conversation, follow up in writing.
The perfect candidate has been left on hold. You’ve found the elusive purple squirrel, and the candidate is eager to accept the position. The candidate has jumped through every hoop like a champ, and the hiring manager has been suitably impressed. You were told an offer will be forthcoming, but now weeks have gone by. The candidate has contacted you to find out if the company is still interested. At this point, your concerns are many: The company looks incompetent; the candidate may accept a job offer elsewhere; and you’ve put in all this time and effort. Meanwhile, you wonder, what’s up with the hiring manager.
How to avoid this. After the purple squirrel has interviewed and passed the screening process, confirm that the hiring manager wants to hire her. Then, ask when the offer will be made. Explain to the hiring manager that you want to let the candidate know when she can expect to hear back. At this point, also let the hiring manager know that a quick response is critical, because the candidate is interviewing for other positions and the company doesn’t want to lose her.
How to deal with it after it happens. Contact the hiring manager and let him know that you’ve heard from the candidate. Explain that she is still very interested in the position, but had expected to hear back by now. Ask the hiring manager if he is still planning to hire her. If so, recommend that he act quickly, because the candidate is interviewing elsewhere. Remind the hiring manager that this is a top candidate, and the company would regret losing her. If this is a verbal conversation, follow up in writing.

In Your Court

Using these scenarios as guidelines, you should be able to avoid most difficult situations—or, at least resolve them to your satisfaction after the fact.
Working with hiring managers requires being proactive. It may seem like handholding – and in truth, sometimes it is – but if it leads to a great hire or two or three, and less stress, what do you care? Why not think of it as teamwork?

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.