Getting the right talent on-board is a game every organization wants to win. This can happen only with a clear internal communication between the talent acquisition team and business unit.
Recruiters are the key resource hiring managers have, who fill up their business’s talent acquisition requirements in the best possible time. They consider recruiters as subject matter experts who has hands on experience to dig into various portals & databases, evaluate the right candidates as per the brief and line them up for the selection process. This is actually an ideal expectation from any business or hiring manager.
Every recruiter must consider their hiring managers as their key internal customers. They need to proactively work towards building trust and confidence with the hiring managers. This will streamlined and overcome the bottlenecks in the hiring process. Recruiters need to work towards getting this equation right with hiring managers.
Some simple points can help build long term relationship with their hiring managers
Rapport is not build overnight. Recruiters must strive hard to build trust and rapport with hiring managers. A rapport is built defining expectations, strong communication, transparency and no ambiguity whatsoever.
Recruiters are the saviour hiring manager have to get the right talent. Understanding that hiring managers are loaded with a set of business expectations, they expect a hassle-free and quick hiring process. To avoid any communication bottlenecks, recruiters must set an internal briefing process with hiring managers to understand the need for talent, expectations from the position and urgency. Once the recruiter is clear on expectations it becomes easy to work on the position.
The key to get any relationship working is effective communication. A proactive communication eases the relationship and avoids gaps between the recruiters and hiring managers. Recruiters should constantly keep managers updated on the position progress and immediately highlight challenges if any to fill the position. This format of timely and regular communication ensures on-boarding of best talent-fit.
During the hiring process
Recruiters are the bridge between the hiring managers and candidates. They should communicate with both the parties effectively. To make the hiring process robust, recruiters can get the feedback on the screened candidates before scheduling interview. This will save considerable amount of hiring manager’s time. They must schedule a quick post-interview feedback and act as enabler to the hiring manager by getting the right candidate into the team.
There are always some learnings, scope of improvement or case studies built during every selection process. A post offer feedback is important and capturing the takeaways will lead to better understanding and improved productivity of a recruiter.
These simple things empowers hiring managers and add value to the hiring process.