Recruiters and HR regularly serve as the project manager of the hiring process where 3-5 final candidates are carefully selected for the hiring manager to evaluate and interview and hopefully offer. Unfortunately, it doesn’t always go as planned. Hiring and candidate feedback is the key to not just a good but also a great hire. We’ll discuss how this feedback is reciprocal and among parties including recruiter, hiring manager and often the manager’s hiring team.
Working with hiring managers can be a frustrating process if you aren’t aware of what skill set they’re looking for when making their final selection. When going through the entire job interview process, despite the size of your company, there are usually more then one hands involved in candidate selection. In order to develop a robust hiring process there has to be distinct connection between the front lines and the final hiring decisions. I’ve come up with a few steps that’ll help you develop a process to void the disconnect between those working on the front lines and the ultimate decision maker.
Create a list of competencies: When you aren’t the one making a final decision about a candidate it’s important to understand what the final decision maker looks for in candidates. Normally the front line recruiters are going to be walking a candidate through the entire process before handing them off to a hiring manager who makes the decision whether or not they’ll be hired. To prevent wasted time sit down with your hiring managers and make a list of core competencies that they’re looking for. This’ll help you weed out candidates that you know aren’t going to pass the final inspection. There is always wiggle room in this process, but be selective.
Create a rating system: When you initially have a stack of candidates you’ll want to see what different qualities your hiring manager saw in each of them to know how close or far away you are from finding the right candidate. Look at qualities such as skills, education, experience, you may also want to include things like professionalism or personality. Once you’ve broken down these categories have your hiring manager rank each individual based on those categories.
Final feedback on candidates: Once you’ve found a candidate that possesses the core competencies that you’re hiring manager is looking for as well as seeing what each has been rated in multiple categories, sit back down with your hiring manager to discuss individual feedback on each candidate. This will help you mold your recruiting to be more in tune with your hiring manager’s opinions. Don’t waste their time with candidates you know they aren’t going to like.
Recruiters need to start working closely with hiring mangers to make realistic recommendations for new hires. When it comes to companies with above and beyond expectations it’s important to not only do your job efficiently, but with your hiring manager’s thoughts and ideas of the perfect candidate in mind. Show them that your able to maximize the amount of time you spend on recruiting well thought out candidates and you’ll see that next promotion in the future.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.