They are the ones interviewing candidates too and therefore have a huge influence on the process. They decide who is and who is not an ideal candidate. As Recruiters, we basically ask Hiring Managers to step outside of their own working field and to follow in our footsteps. It is therefore not surprising that processes sometimes do not go as Recruiters have in mind. In this blog I will discuss the biggest pitfalls that arise due to this job paradox.
The biggest pitfall for Hiring Managers is the incomprehension of Candidate Experience. Recruiters are dealing with this on a daily basis, but for a Hiring Manager it is a relatively unknown area. Because of this, they often lose sight of the Candidate Experience. For example, they leave CVs for too long, candidates are left in doubt or they provide vague reasons for rejection that cannot be transferred properly to the candidate.
A second pitfall is Personality Based Hiring instead of Performance Based Hiring. Hiring Managers are often not trained for interviewing and assessing candidates. They often do not know where to focus on in a conversation and therefore often judge based on their emotions. Of course, a candidate should fit in the team, but there are other factors, like performance, that are equally important, or even more important. Hiring Managers do not always take this into consideration and judge based on their click with the candidate or they are stricter than necessary and search for the well-known allrounder that is often impossible to find. Both do not happen in indifference, but in ignorance. They do not know the recruitment market well enough to see that this allrounder does not exist.
Another aspect that is often difficult for Hiring Managers is the follow-up. The recruiting of new team members is often not their core business, so in their eyes a simple ‘yes’ or ‘no’ suffice after they spoke with a candidate, so they can go on with the rest of their day. This yes/no decision happens regularly right after the conversation, or even worse: not at all. As a recruiter, it is known that it is important to settle down information, consult with others and ask for advice from another Recruiter or co-manager. This is not only important for the candidate experience (as previously discussed), but also for finding the right candidate within the available target audience.
As long as a Hiring Manager does not know what the possibilities are in the market and what is important for the Employer Brand of the organisation, it remains difficult for him/her to handle the process the right way. As a Recruiter, the above mentioned pitfalls result in a lot of frustrations: you have (in your opinion) the right candidates, but are repeatedly turned down or ignored by the Hiring Manager. Meanwhile, you are the one in continuous contact with the candidate, having to tell them time after time that they have to wait for feedback. This is unnecessary, because when a Hiring Manager is properly trained and understands the situation, the process will progress more smoothly
What can HR/Recruitment do?
The Hiring Manager is an expert in his/her own discipline, but probably lacks knowledge about interviewing and handling a candidate. HR/Recruitment does have this knowledge. The solution is thus actually very simple. Make sure to continuously inform, advise, support and even train your Hiring Managers, so both parties know what can be expected. Unfortunately, this is something that is often underestimated, but essential in the process. Especially because the Hiring Manager plays such an important role in the recruitment process. Ensure that a Hiring Manager knows what is possible in the current market and what can be expected, but also what is expected from him/her, for example in the feedback to the candidate. Explain what the importance is of a positive Candidate Experience and how the Hiring Manager can contribute to this.
Also do not forget to ask feedback from the Hiring Manager. Maybe some process that HR/Recruitment had envisioned are not realistic, for example because a candidate needs to be screened more extensive. As long as you can discuss this with the candidate in the beginning of the process, it is not a bad thing, but still you need to have this information as a Recruiter beforehand.
Through targeted training and two-way traffic in the communication, there can be significant benefits achieved for HR/Recruitment, the Hiring Manager and the candidate. So start today! For example, plan a training for all Hiring Managers or talk to them about finetuning the procedure so it will be clear and beneficial for both sides.
Are you not yet sure where to start? Feel free to contact me! We would love to help you finding a sustainable solution.
Yoores Recruitment Solutions
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