hiring manager

Why Involved Hiring Managers and Recruiting Success Go Hand-In-Hand

Recruiters Can No Longer Work in Silos

In recent years, businesses have come to the realization that strategic talent management is the lifeblood of their success. As competition for top talent has increased, we are seeing a change in how companies approach hiring. Organizations are now developing far more comprehensive and strategic recruitment programs. In these more mature environments, corporate recruiters no longer work in silos. Instead, we are seeing a shift to tightly integrated recruitment departments that work hand-in-hand with hiring managers and business leaders to build-out and continually develop outstanding teams.


Strength of the Recruiter-Hiring Manager Relationship is the #1 Indicator of Recruitment Success

So just how important is the relationship between hiring managers and recruiting? A recent report from Bersin by Deloitte shed some light on this through several findings:

-The recruiter to hiring manager relationship is #1 indicator of talent acquisition performance (4 times more influential on success than all other recruitment performance drivers)

-97% of recruitment departments classified by Bersin as “mature” report a strong relationship between hiring managers and recruiting, compared with just 56% of recruitment functions falling under the lowest level of maturity

-Recruitment industry leaders agree that those recruiters who have a strong relationship with their hiring managers heavily outperform those that do not

From these findings, the importance of collaboration between hiring managers and recruiting becomes evident. A strong relationship between the two parties can literally be the deciding factor between success and failure in a talent acquisition program. Furthermore, the level of engagement between recruiters and hiring managers has a strong positive correlation to recruitment program maturity.

Is Your Recruitment Department Mature?

So where does your company fall in the spectrum of maturity? According to another Bersin study, the majority of recruitment departments are still working their way towards full maturity. The maturity breakdown of companies surveyed by Bersin was as follows:

Level 1: 35% (Immature)

Level 2: 29% (Implementing Process)

Level 3: 23% (Refining Process)

Level 4: 13% (Fully Mature)

 
Considering that only 14% of organizations are fully mature, one area where you can drastically separate yourself from the competition is by continuing to develop your recruitment strategy. To nurture the maturation of your recruitment process, focus on promoting collaboration amongst hiring managers and recruiting.

Hiring Manager Involvement Is Pivotal to Recruitment Maturity

Why is the hiring manager so essential to the recruitment process? No one has a more comprehensive understanding of the ideal candidate persona. To start, hiring managers understand all of the technical skills and details required of a candidate to be successful in a given role. Beyond this, hiring managers possess business context and managerial oversight. This ensures that their candidate criteria factors in the long-term success and sustainability of the organization (not generated in a vacuum). Finally, hiring managers are the gatekeepers for most hiring decisions, often having the final say as to whether a candidate is hired.

Experts Find Room For Improvement In Hiring Manager Communication

From the above information, it may seem obvious that recruiters must establish a strong line of communication with hiring managers to be successful. Surprisingly, however, it appears that communication is one area where many recruiters fall behind. Elaine Orler, who is the president of Talent Function Group, a recruitment consulting firm in San Diego makes note of this, stating:

“The ability of recruiters to communicate what they’re doing and be in front of the hiring manager’s expectations is where we see a lot of them falling short. It’s the difference between asking questions of the hiring manager to get what you need to do the job and simply waiting for the manager to tell you what you need in order to do the job.”

It is vital that recruiters probe their hiring managers to get a full understanding of their needs and expectations. Additionally, recruiters must be sure to maintain an ongoing, open line of communication with their hiring managers throughout the entire recruitment process, offering status updates on their progress with candidates.

Help Your Hiring Managers Succeed

Aside from initial game planning and regular correspondence about work progress, recruiters should also actively engage with hiring managers to offer recruiting guidance. For example, resources such as insights on latest compensation information and interviewing techniques will give hiring managers the confidence that they need to conduct effective interviews, craft enticing job offer packages, and successfully close top candidates.

Healthy Relationships are a Two-Way Street

Like in any other situation, it is important to remember that this relationship is a two-way street. It can only work if both parties put the work in and take ownership. Often when things go wrong, all of the blame is immediately thrust upon the recruiter. Although much of the responsibility does lie with the recruiter, hiring managers must not forget the significant role that they play in deciding the success of recruiting activities. A recruiter’s performance is largely dependent upon open communication, reciprocal engagement, and timely activity from the hiring manager.


Strengthen Your Recruiter-Hiring Manager Relationship With Newton Today!

Through our industry-leading applicant tracking software, we offer best-in-class functionality that facilitates collaboration between recruiters and hiring managers. With intuitive features such as advanced interview scheduling, mobile recruiting, Newton Echo, and Digital Offer Letters, Newton simplifies the recruiting process for hiring managers and makes it easy for them to get involved.

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