A perfect partnership for your brand
The best candidate experience emerges from an effective working partnership between hiring managers, who are experts in their product, their needs, and their company culture, and recruiters, who are experts in job marketing, candidate sourcing, assessment, and the hiring process. What can hiring managers do to ensure this partnership is a success?
Communication is key. How much time will you invest in covering an empty chair because you haven’t found the right person on time, or worse still managing someone you have hired who turns out to be a bad fit? A lot is the normal answer to those questions. That investment in 45 minutes to have a proper briefing call with the recruiter responsible for finding and helping you select your new hire is a valuable outlay of your time.
Recruiters must have clear guidelines on the requirements of the role, and any particular skills, experiences, or traits to focus on. They should be briefed on the existing culture which the new employee will be joining, and any potential mismatches or contraindications to look out for. The recruiter’s sourcing of candidates can only be as good as the information they are given. It is also vital for hiring managers to respond as quickly as possible with feedback on recommended candidates. With the right information, recruiters can help construct a clear, informative, and engaging job ad, based on best practices.
This is not, however, a one-way street. Professional recruiters are not the equivalent of a drive-thru order machine where you just holler your order and then pick up your meal, treating them as such will mean a hiring manager loses out on valuable insights into their process. A professional recruiter is likely to have a broad view of what is happening in the wider business and may be able to help in painting a picture not just of what someone needs to be successful in the role but also to operate at the level they are being hired at into the business.
Recruiters will often also come with insights from previous hiring processes and even from exit interviews with employees who have left about what will and won’t work. Finally, recruiters also have deep knowledge of what job seekers in your specific niche of the labor market are looking for, failing to take time to listen to their advice may mean you end up with a struggle to attract the right people.