Hiring Managers: Here’s how to get the most out of your recruiting partners?

According to Ken Blanchard, co-author of The One Minute Manager, “None of us is as smart as all of us.” I see this as the essence of teamwork, and that is just what recruiting has become — an exercise in teamwork, with people working together to hire the best employees and build the best companies:

a) You the client
b) Your recruiter and internal HR department
c) The candidate (s) you target

To get best results from our work together:

  • Please remember that all members of the interview team will need to sell the company.  Can all members of the interview team paint a positive picture?  Whether or not the candidate joins our organization is far more in your hands than in mine.  If the candidate is interviewing elsewhere, that is exactly what the competition will be doing.
  • If I call or email you or send a resume, please respond within 24 hours.  If a search is not a priority for you or the priority changes just tell us: neither firm wins when we aren’t working on your priorities.  If we cant expect 24 hour response, unless pre-arranged  we will assume its not a priority for you, and typically cease work on your project
  • Please see that your interviewing team is ready. The candidate interviewing experience is critical to the ongoing success of the organization: you may be interviewing prospective employees who can become customers or partners of tomorrow. With IM, Facebook and Myspace both good and bad news travels fast.
    • Ask yourself how the candidate will perceive your work setting and your interview team? Is there evidence that work is fun, the team cohesive, passionate and committed? e.g. that your opportunities offer  more than “just work”?
    • Please ask that all members of your team to
      • Review description of the position for which they are interviewing and
      • Read the candidate’s resume before the candidate arrives. I can’t tell you how many times we’ve heard that participants in the process hadn’t read a resume prior to interview.
  • Inform me as to next steps within 24 hours. Please get back to me with your thoughts, ideas, or questions right after the interview has taken place.    Enthusiasm wanes after an interview quickly if we have nothing to report and you may lose a good candidate who will wonder if this is how they communicate with me before I say I do, what will happen after I commit?
  • Leave the offers to me. Extending offers is a big part of my job, and we know exactly how to do it.  We will frequently hear things you will not when we ask for “the skinny” on an offer- and typically recommend NOT moving to offer unless we know we are dealing with a candidate that “If selected will serve”.
  • Resist the temptation to buffer your recruiter from the hiring manager by asking him/her only to work only thru HR.    Anything that takes away from the transparency of the hiring process will cause good recruiters to downgrade their efforts.   The result? Open unfilled searches with multiple recruiters “assigned by HR” without good candidates.
  • We will work within your system.   In our experience we’ll achieve best results if you’ll consider using the guidelines outlined above.

* Source: ere.net
Adapted from text Written by: Howard Adamsky