Maybe the relationship between recruiters and hiring managers is without fault in the movies, but in real life, it can be a tense one. Hiring managers are often unsatisfied with the quality of candidates. Recruiters are bothered by the unrealistic expectations from hiring managers. Whatever the reason for the weak relationship may be, it can negatively affect the candidate experience.
When recruiters and hiring managers can’t find common ground, candidates might terminate their application, refuse your offer, or refrain from purchasing your product or service in the future.
At the end of the day, the well-being of the company relies on its ability to make effective progress towards working together and collaborate to hire the best talent. That’s why I’ve rounded up four ways of how recruiters and hiring managers can work together and maintain a healthy relationship throughout the hiring process.
Collaborate, Collaborate and Collaborate Some More
You know what they say, “alone we can do so little; together we can do so much.” Whoever thought of this quote is a smart man. Collaboration is essential for the survival of our species. In this case, for the survival of the HR department.
Every time you feel like your relationship is hitting a rough edge, try these few tips:
- Remember that you’re partners. And partners work together. They share donuts together. They cover each other’s backs. Neither one of you is a superior or in charge. You’re equally responsible for hiring the best talent and moving the company forward. Why not share each other’s list of expectations and objectives and have an honest discussion?
- Have empathy for each other. Even one of you is more experienced than the other, don’t hold back from educating and mentoring each other. Both of you have different life experiences and can share valuable lessons. You can even have informal retrospective sessions where you’ll share what you’ve learned throughout your careers. Don’t be scared to share constructive criticism and strive to be a better version of yourselves.
- Everyone needs to do their job. When you agree on what needs to be done, make sure you follow through. The burden shouldn’t fall on only one person. If the hiring manager needs to find the best applicant tracking system, then they should complete the task within the given timeframe. If the recruiter needs to compose a catchy job description, then they must do their legwork as well. Work together and undoubtedly, you’ll be able to locate the best talent for your company.
Use Technology to Enhance Your Communication
Technology has improved the lives of millions of people around the world so why can’t it also improve the collaboration between recruiters and hiring managers? In fact, technology can be your middle man.
With the help of technology, recruiters and hiring managers can stay in sync and up-to-date with the latest developments. Instead of picking up the phone or scheduling meetings, why not use HR tools and software that can greatly improve communication. After all, poor communication is the main reason for a poor working relationship between recruiters and hiring managers.
Here are a few tips you can try:
- Use an all-inclusive Applicant Tracking System. From job posting and requisition management to communications and interviews, these applicant tracking systems help recruiters and hiring managers to handle the overwhelming needs of the recruiting process. You can check out BambooHR, Zoho Recruit, and JobVite.
- Use a Project Management System. These tools can help recruiters and hiring managers with candidate screening, managing interviews, and conducting background checks. My favorite are Trello, Asana, and Basecamp.
- Make use of a collaboration tool. These collaboration tools can offer transparent communication between the recruiter and the hiring manager. Check out tools like Slack and Asana.
- Video interviewing. Instead of holding the interview at the office, why not use a video conference tool? The candidate won’t have to waste time getting through traffic and recruiters and hiring managers can always do it from their home office. Everyone will be able to attend and provide feedback.
Always Lend a Helping Hand
Pride is such a bad thing. It prevents us from forming healthy relationships and making progress in life. So, instead of displaying an obnoxious superiority that makes the other person feel small, why not learn how to ask and give advice?
Offering advice and mentorship is a trait of highly successful and emotionally intelligent people. They understand that the company is stronger when every single employee is equipped with the right knowledge and skills.
So, the next time your recruiter asks you for help about engaging with HR systems, don’t hesitate to give them help. Or, if the hiring manager needs help with hiring the most suitable candidate, give your most honest opinion and advice.
What can you do to promote knowledge sharing? Here are some tips:
- Schedule a call or a meeting at the office to clarify things.
- Set up regular training calls to keep everyone feeling confident in their skills.
- Be active on knowledge sharing platforms like Slack, Skype, or Asana.
- Hold regular meetings to discuss potential issues and stay up-to-date with current events.
Make Sure You’re on the Same Page When It Comes to Objectives
Miscommunication is the mother of all misunderstandings. That’s why it’s crucial to make sure you’re on the same page when it comes to objectives.
If recruiters and hiring managers want to have a productive collaboration, they need to:
- Have a shared understanding of what makes an ideal hire. Recruiters’ opinion might be that a quality hire is someone who fits into the company’s culture. Hiring managers’ opinion might be that the candidate possesses the technical standards of a job position. Both of you need to iron out these differences before you begin your hunt for the best talent.
- Agree on the time-to-hire metrics. Recruiters might think that hiring a candidate is a lengthy endeavor that requires detailed consideration. On the other hand, hiring managers might be dealing with the urgency to fill an open position in the quickest time possible. That’s why it’s essential to agree on what an efficient time-to-hire should be.
- Be mindful of each other’s responsibilities. Understand the pressure hiring managers are under to fill all open positions. Be mindful of recruiters’ responsibility to locate the best talent possible. Make sure to work out these things upfront.
Final Word
If you’re struggling to connect effectively with your recruiters or hiring managers, simply follow the tips mentioned above. With some extra effort and the right tools in place, you’ll be able to create a harmonious and productive relationship with your co-worker and move the company forward together.
