Perhaps every recruiter has experienced the frustration of poor cooperation with a hiring manager. This frustration can have many causes, ranging from unprepared or unresponsive managers, to managers who ask candidates illegal or too general questions so that the answers actually reveal nothing about the candidates. So how can recruiters improve their collaboration with managers? That is a question ERE.net recently focused on when they published an article that includes recommendations from Carmen Hudson from the Recruiting Toolbox company.
Hudson, who has prepared recruitment activities for companies such as Yahoo, Starbucks, Amazon, and Microsoft, particularly recommends clearly defining both parties' expectations in advance. Both the recruiter and manager should commit to doing certain things by a certain date. It does not matter if it is necessary to shift the date slightly. However, it is important to know about it. Her further advice includes:
Find helpers for the managers
Assign an employee to each hiring manager who will prepare the recruiting activities for specific roles with him. When the manager does not have time to come e.g., to an interview, this employee can stand in for him.
Document managers' missteps
Make it clear that it is unacceptable not to come to pre-scheduled interviews.
Set regular time for interviews
Regularity can help a lot. For example, choose the first Wednesday of every month. Before each interview, make a habit of organizing a meeting with the managers and recruiters to make sure that they understand each other well and agree on specific procedures for specific interviews.
Establish regular debriefings
These talks can be held on the phone. The important thing is to discuss how everything went after each interview.
A fundamental question for managers to answer
Teach them to think in terms of this question: "How would you like your best friend to be treated during a job interview?"
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