The following recruiting tips were published on LinkedIn Pulse by John Sullivan, a renowned HR Advisor from Silicon Valley, and a professor of management at San Francisco State University.
1. Prove the crucial influence of a manager's participation on the recruitment results
Present the clearest arguments to managers. For example, a hiring manager's participation in a recruiting video increases the likelihood of people applying for the job by 46%, according to Sullivan.
2. Help managers justify the need for more employees
Managers have their superiors too, but often they can't adequately explain to them why they need more people. In cooperation with recruiters, they can develop a business case for more headcount, including all costs, risks and revenues.
3. Shorten the time managers need to spend recruiting
Try to make the time spent with managers over recruitment as effective (not as long) as possible, and try to find as many ways as you can. For example, don't force managers to go through all the CVs in detail. Prepare short summaries of each candidate's strengths and weaknesses. Also consider how many rounds of interviews are really necessary.
4. Pre-select candidates from preferred companies or schools
Managers will be excited when you submit candidates to them coming from companies or schools they personally admire. First of all, find out which companies and schools they are.
5. Teach managers how to sell jobs better
Nowadays, the best workers can choose where to go and the competition among companies is becoming fiercer. If your managers don't recruit regularly, e.g., once a year, prepare them for job interviews with summaries of possible answers to the questions candidates most frequently ask about their expectations from the company. Also highlight for the managers where you offer better conditions than your competitors.
6. Teach managers to identify easily manageable candidates
The candidates' skills are one thing. At the same time, however, you should select candidates whose characteristics make them manageable. These characteristics may include self-motivation, rapid adaptation to new conditions, etc.
7. Tell managers when someone in their team is considering leaving
Managers can avoid recruitment problems if they're able to retain their current employees. Recruiters usually learn about people actively looking for a new job sooner than managers. If you warn the manager in time, he may still try to prevent the employee from leaving.
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