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Recruiters often feel defeated because their hiring managers don’t seem to value the hard work that goes into finding great people for their teams.
But when you think about it, to a large extent that’s also on us as recruiters because we simply need to communicate better in the process.
Just because your hiring managers have access to your ATS, doesn’t mean they’ll regularly spend time in there to see where things are at.
So here are some updates you could share with your hiring managers to get them on board with the process.
Regularly update your hiring managers on the status of your candidate pipeline. This could include the number of candidates who have applied for the role, the number of candidates who have been screened, and the number of candidates who are being considered for the role.
Provide regular updates on the recruitment timeline, including any changes to the timeline and any potential delays.
Share feedback from candidates with your hiring manager, e.g., feedback from screening calls, after hiring manager interviews and practical assessments
Share any challenges or roadblocks that you encounter during the recruitment process. Sit down, team up, and discuss what you can do differently to overcome these challenges.
Share recruitment metrics with your hiring managers. For example, available talent in your location, most effective candidate sourcing channels, and industry benchmarks for time-to-fill rates.
The more we can communicate with our hiring manager, the better the relationship will be.
And most importantly the better we will feel about all the work we do for them It’s a lot.
Are there any other updates you’ve found useful to share with your hiring managers? Comment below.
This blog is an extract of a LinkedIn post and has been re-shared here with permission.
Want to know more? Join us at ATC2023 at Sydney’s Luna Park on 22nd & 23rd November to hear Stefan take part in the session Hiring Manager Conversations.
