The interview process for many recruiters can take several months just to get to a point where an offer letter might get extended to a candidate. Between phone screenings, video interviews, in-person interviews, group interviews, and so on, it can easily take several weeks to complete.
It is incredibly costly already, but let’s say it gets all the way to the CEO or Chief Hiring Resource Officer (CHRO) and they make the ultimate decision to veto the candidate for whatever reason. Never mind the time, resources and money wasted (which can be a lot in most cases), what about the time your recruiters spend out of the office, losing productivity?
Unfortunately, this is a common problem and shows a disconnect in communication and overall goals between recruiters and management. Bridging this gap will benefit your company greatly, and this change needs to start from the top!
The Importance of a Hiring Manager
The value of a hiring manager is oftentimes overlooked. Whether they are coordinating with the recruiting team or internal department heads they are usually one of the first points of interaction with candidates and future employees. It's their relationship which can make the difference between a good or great employee experience.
The hiring manager works with multiple departments throughout the company. They know which roles are open, source, interview and many times make the decision of someone coming on board. This can also mean it's the hiring manager's responsibility to bring on the right people and find the right match.
If we can improve the relationship between hiring managers, supervisors, and department heads, we can decrease the amount of time it takes to hire and help stop the waste of valuable time and limited resources.
Getting it right the first time around with candidates is of the utmost importance for any organization. After all, who doesn't want to hire better candidates more efficiently?
Why Management Should be Involved
The primary responsibilities of Chief Executive Officers (CEO) include making major corporate decisions, managing the overall operations and resources of a company, and being the public face of the company. Chief Human Resources Officers (CHRO) are in charge of human resource management, industrial relations policies, HR practices, and operations for an organization.
Companies cannot succeed unless everyoen has a greater understanding of the bigger picture. The C-level executives are responsible for keeping the "bigger picture" in mind all the time and with every decision that they make. Hiring people is no exception. If they are not involved in the hiring and recruiting process, communication starts to break down on the department level and it will be harder for the company to thrive.
In fact; since no organization can succeed without its people, hiring is among THE most important decisions a company can make. Employees make up the backbone of the organization, so people come before any strategy that executives come up with. No matter how great the company vision/mission is or how amazing the plan, things will fall apart without the right talent to execute everything.
Start with a Recruiting Planning Meeting
A recruiting planning meeting allows for vital collaboration between the hiring manager and C-level management. This recruiting planning meeting should:
- Establish the need for a new hire
- Review the job opening
- Clarify the role of the employee
- Create a job description + specification.
- Decide Evaluation methods
The main purpose of the job description/specification is to determine what knowledge, experience and skills are needed to complete this role. It also helps Hiring Managers to understand what type of candidates will be the right fit for the job and who the job description should target.Once the job specification and description are ready you'll decide how you want to post the job and let the right candidates know this job is available. A tool frequently used by our clients, and integrated with your ProSky dashboard is ZipRecruiter. With just one click, you can post to over 100 job boards.
We recommend that upper management set goals and timelines for each stage of the hiring process during this meeting to keep everyone on the same page. After this meeting, the hiring manager will be responsible for carrying out and managing the process.
Evaluate. Evaluate. Evaluate.
Once dates and processes have been established you'll start seeing candidates come into the picture. It's best to decide as a team how you'll evaluate and interview candidates during the planning meeting. Will you accept resumes or digital profiles? In-person interviews or video interviews? Planning the right evaluations and interviews are critical in finding the right candidate.
Determine the evaluation process and document it. Create a few checklists so that others can take on this process and it can be done more efficiently. Once documented, department heads can work with the hiring manager to oversee the evaluations. This will allow hiring managers to fill gaps in departments more accurately.
At ProSky we've pioneered projects and challenges as a form of evaluation. These performance-based hiring methods allow department heads and current employees to get involved in the process by evaluating the successes and failures of each candidate as it pertains to the job description and their duties in real time. Performance-based hiring will help strengthen an organization for the long run by opening communication between the company and candidate during the hiring process.
Department heads can always be on the same page by having access to and being involved in the evaluation process. The may often think they are too busy to deal with recruiting, so they pass the torch to their hiring managers. However, this breaks the chain of communication since the needs being experienced by each department are not being understood by the people doing the hiring.
A few other ways hiring managers can align with the rest of the company include:
- Be in the know: Become an expert and know the day-to-day activities, the purpose behind the roles of each team member and department. They should essentially be a part of every department's team.
- Open Communication: Ensure they're on the same page with other members of the team, preferably someone who will be working closely or with the new hire. Find out what's most important to them, what's critical? Where does the candidate have room to learn?
- Thorough Evaluations: A more in-depth hiring and evaluation process can lower turnover and increase the overall bottom line.
- Improve or Add Feedback: Adding a feedback loop in your hiring process can help you see gaps, and create a more open, transparent process.
No one wants to hire someone and then see them not work out! If there were more of an emphasis on getting the right people in the door, to begin with, there wouldn't be as much high turnover in many instances. The process can be improved by:
- Coordinating Hiring Managers' efforts.
- C-Suite communicating the needs of the company and departments.
- Involving Department Heads in evaluating the right candidates.
This way, you'll be able to make certain the right people are coming and fitting well with your company and culture. All of these can lead to higher retention and better hiring.
These are just a few of the ways you can build a better process with your hiring manager. It can help you hire faster, smoother and more efficiently. To see even more tips on how you can work better with hiring managers to make sure you subscribe to our weekly digest!