As recruiters, we understand the complementary role hiring managers play in the hiring process. By working together, we can identify the key skills needed for open roles within their hiring scope. Here are three ways this vital partnership leads to stronger hiring outcomes:
Initial Job Requirements Discussion:
Recruiters and hiring managers should begin every search with an open conversation about the role. This discussion creates alignment on the skills, qualifications, and experience required for success. After gathering this input, recruiters can translate it into a clear job description and candidate profile. This process ensures the recruiting strategy aligns with the hiring manager’s expectations from the start.
According to Scott Pullen, AVP for Staffing Services at Sherpa, “When hiring managers and recruiters set proper expectations early in the hiring process, it drastically increases the retention rate of the candidates who are ultimately hired.”
Collaborative Candidate Profile Development:
After defining the job requirements, recruiters and hiring managers should work together to create a comprehensive candidate profile. This profile should outline the ideal qualifications, experience, and attributes needed for success.
An effective candidate profile goes beyond technical skills. It should also define cultural fit, personality traits, communication style, and long-term growth potential. When recruiters and hiring managers align on these characteristics, they can focus on candidates who not only meet the job requirements but also fit the organization’s values and long-term goals.
Effective Hiring via Feedback and Adjustment:
“Throughout the hiring process, recruiters and hiring managers should maintain open communication. They should also share timely and provide feedback based on the candidates they encounter,” says Sherpa’s Brittany Nelson, Division Director for HR, Marketing and Executive Support.
“When recruiters notice trends in the skills, qualifications, or salary expectations of candidates don’t match the hiring manager’s expectations, they should communicate this feedback. Doing so enables adjustments to be made to the sourcing and screening strategies.” Similarly, hiring managers should provide feedback on the candidates they interview. This helps recruiters refine their search criteria and better understand the evolving needs of the team.
Recruiters and hiring managers can collaborate to pinpoint the key skills needed for open roles and identify the best candidates to fill them by working together to define job requirements, develop candidate profiles, and provide ongoing feedback. This effective hiring partnership streamlines the talent acquisition process and ensures that new hires are well-suited to contribute to the success of the organization.
