It’s hard to believe we’re already past the middle of November, with Christmas just five weeks away! Time seems to be flying. At home, my youngest has just wrapped up Year 12 exams and is eagerly preparing for schoolies (which, frankly, I’m dreading). Meanwhile, my eldest is finishing his third year of uni, leaving the house full of energy—and a bit chaotic with a house full of boys. The upside? They’ve been keeping me updated on what’s “actually” relevant in the world, along with helping me find the best lunch spots in the area!
A Week in Talent: Change, Growth, and Challenges
At MYOB, it’s been a whirlwind week. With so many new roles and discussions of AI for 2025, it’s been buzzing with activity. But instead of diving into our AI plans, I want to address a pressing issue that came to the forefront this week—managing challenging hiring managers.
My Bugbear: When Hiring Managers Resist the Process
I recently encountered a hiring manager who was hesitant to raise a requisition, saying it wasn’t a “great investment” of their time. They wanted to hire someone to start in January but didn’t feel they had the bandwidth to discuss the role or even initiate the process.
Sound familiar?
This scenario is a classic back to basics challenge. The manager in question doesn’t hire often, is new to the business, and has a role that, if left vacant, could increase team pressure and even cost us money—it’s in a sales function, after all.
Turning the Conversation Around
I won’t bore you with the entire conversation, but here’s how I managed to shift their mindset:
- Ask Impactful Questions
I started with simple but powerful questions:- “How important is this hire to you?”
- “Do you think it’s worth investing time to get it right?”
Their answers? Yes. Very. Er…yes!
- Dedicate Quality Time
A planned 30-minute role briefing turned into a longer, productive call. By the end of it, the hiring manager:- Raised the requisition immediately.
- Began considering internal candidates.
- Promoted the role on internal channels and LinkedIn.
- Build Trust Through Partnership
This wasn’t about a magic trick. It was about showing the value of the talent team. The hiring manager had never worked with a dedicated talent advisory team before, and their previous experiences hadn’t highlighted the value we bring.
Tips for guiding Hiring Managers
Here are my top strategies for navigating these situations:
1. Always Book a Job Brief
Regardless of how often a role is filled, a briefing session ensures you:
- Stay updated on business changes.
- Provide market insights that the manager will value.
2. Work the Timeline Backwards
Hiring takes time. For example:
- Notice period: 4 weeks.
- Interviews, screenings, and advertising: 6–8 weeks.
Manage expectations by planning realistically.
3. Prioritise Internal Talent
Highlight the benefits of internal hires:
- Lower costs for training and onboarding.
- Existing knowledge of the business.
Discuss whether upskilling internal candidates can match bringing in external talent.
4. Communicate Progress Regularly
Even if a manager isn’t asking for updates, proactively share them. A quick 10-minute check-in weekly builds trust and keeps momentum.
5. Speak Up When Things Aren’t Working
If a process stalls, address it—whether with your leader for senior roles or your manager for operational challenges. Collaboration leads to better outcomes.
Final Thoughts: You’re the Talent Expert
If there’s one thing to take away, it’s this: Your expertise matters. As a talent professional, your knowledge and time are as valuable as the hiring manager’s. Achieving great hiring outcomes requires investment and collaboration from both sides.
Remember, you’re not just filling a role; you’re shaping the future of your organisation.
Things that caught my attention this week:
For the men and boys our lives – let’s shine a spotlight on men’s health and wellness in a place that they spend a lot of time, the workplace! Getting behind initiatives like Movember is great way to raise awareness.
The evolution of work and the strategic role of Talent Facilitators
Talent facilitators are evolving into strategic powerhouses, bridging the gap between tech, people, and purpose in an era of remote work and automation. Their new mantra? Less recruitment, more alignment—tailoring talent strategies to future-proof businesses.
Better stakeholder conversations – reading between the lines for better communication
Have a watch and boost your communication toolkit with better stakeholder communications. Michelle’s 5 tips to manage difficult conversations is a good one to watch, too.
