Author:
• Wednesday, May 18th, 2011

One day while reviewing my open positions, it became quite obvious that I was having more success in certain areas and I wanted to know why. I came to the conclusion that it was those departments that I had the most knowledge of and felt the most comfortable with. Those positions all reported to hiring managers who spent more time initially educating me and who were always responsive.

Here are four friendly tips for how hiring managers and recruiters can get off to a great start in finding and securing top talent:

1.    The more the better!

Recruiters try to do as much research as they can about a company for which they will be hiring. We will review job descriptions, salary ranges and company benefits. That is all great information but we need more.

What is a typical day like? How is the culture and environment? Why would someone want to work for you? The more we can talk you and the company up, the more we can attract those quality candidates. It’s much more challenging when recruiting passive candidates – those who do not apply directly. They are the ones we find through cold calling and deep sourcing on the internet. If we just recite some job duties, they may not be interested enough to consider a new opportunity.

2.    Work as a united front!

Recruiters want to fill positions just as much as their hiring managers do. Working with a sense of urgency is a must. The hiring process needs to move quickly when it comes to securing top talent. No one wants to lose great candidates to the competition. Timing is everything!

3.    No news is NOT good news!

Recruiters and hiring managers should always be on the same page. Ongoing communication and position updates are very important for everyone involved in the hiring process. As a recruiter, I personally have tried to make it a general rule to keep the managers informed before they come to me. Of course, it doesn’t always turn out that way but it’s a good goal.

4.    Be in the know!

As a hiring manager, are there candidates in the past that you already interviewed and know you don’t want to hire? Sharing red flags and prior history is very beneficial to recruiters. The more we know about you, the company and your hiring needs, the more success we are going to have in sending the right type of candidates and not wasting time. Recruiters should also share red flags and any information that may be challenging or holding up the process. This goes back to point #3 – no news is NOT good news.

Recruiters know that building relationships is critical to their success and ongoing communication is a must. Recruiters are the liaison between job candidates and hiring managers and want to make sure that both sides are satisfied. It is a partnership that should be mutually beneficial and rewarding. When that happens, it’s a win-win for everyone.

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