Talent

Partnering with Hiring Managers

As the time for New Year’s resolutions approaches, how about including one that will make your job easier? Why not take the initiative to partner with hiring managers?


Note the words “take the initiative.” This means you are the driver – you are the one responsible for change.

Taking Charge

A combination of better communication and process improvement can work wonders. As with most change, a lot depends on the approach.
Begin by letting the hiring managers with whom you work know that you’re interested in making everyone’s job easier and maximizing your efforts to recruit the best possible candidates. In other words, explain what’s in it for them.
Then, ask for their support and assistance. Once they understand the mutual benefits, share specifics about what needs to happen.

Where to Focus

Attention to job descriptions and job ads. Establish a procedure that all job descriptions must be reviewed – and, when necessary, updated – before they are shared with the talent acquisition team. This will ensure that job ads include accurate information.
As part of this process, ask hiring managers to take a close look at candidate requirements. Hiring managers should confirm must-haves, and identify nice-to-haves. This information is essential to employment advertising, as well as candidate screening.
About time. Create a timetable. Begin with the ideal start date for the new hire and work backward from there, allowing time for interviews, background checks, and so forth.
Granted, adhering to a timetable will depend in part on available talent and may be subject to change. Nevertheless, creating a timetable will help you prioritize the request and manage your workload. In addition, it may identify bottlenecks. For example, if interviews are planned for mid February but the hiring manager is on a two-week vacation at that time, the process will be delayed. This is important information for all concerned, including prospective candidates.
Getting to yes. Confirm the decision-making process. Find out who has the authority to hire. Is it the hiring manager, or must she/he get someone else’s approval? This will alert you to any possible delays. If another individual is the decision maker, try to find a way to keep her or him in the loop.

Because Stuff Happens

Even the best procedures can’t anticipate every scenario. Unforeseen circumstances may necessitate a change in job requirements or that hiring for a position is put on hold.
Remain on the radar. Request that hiring managers immediately notify you of any change that impacts the talent acquisition process.
Because people get busy – and not everyone is as conscientious and efficient as you are – you may want to check in with hiring managers on a regular basis. A brief status update on where things stand with the open position, with a reminder to contact you with any questions, concerns or changes, will help keep the process on track.

Paula 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.