Connecting hiring managers and recruiters
The hiring process is more successful when recruiters and hiring managers work seamlessly together. Here’s how to build a strong partnership — either remotely or in person — so you can find strong candidates.
Build a recruitment plan at the intake meeting.
Use these four essential tips to set up an intake meeting that establishes trust, a deeper understanding of the role, and a proper road map for success.
Recruiters need to send an agenda in advance.
The day before, send an outline of what you want to cover, such as candidate qualifications, salary ranges, and timelines. This not only keeps the meeting on track but also lets hiring managers prepare.
Be flexible and establish trust.
Part of building a true partnership is being flexible, so make sure the intake meeting works with everyone’s schedule. It can benefit the working relationship to establish rapport and trust at the start of the meeting by dedicating a few minutes for small talk, like asking about each others’ locations.
Clarify the role and job qualifications.
Devote the bulk of the meeting to discussing what the role entails and which skills, experience, and qualifications an ideal candidate should have. Use an intake form to capture all the information you need for a successful hire.
Research and refine your talent pool.
Sometimes, teammates may not have a clear idea of what they want in a candidate. To establish a true partnership between hiring manager and recruiter, both should set appropriate expectations and research together to refine criteria based on the talent market.
Review a top performer’s profile.
Talk through an ideal candidate’s profile — for example, a former employee. Explain why you chose this person. Keep in mind that hiring people from different backgrounds is crucial to building strong teams.
Separate must-haves from nice-to-haves.
Select which qualifications are essential for the role, and which are bonus. If neither the hiring manager nor the recruiter want to make a decision, ask questions like “Would we hire a candidate who had X but not Y?”
Assess the availability of ideal talent.
Once you’ve compiled a set of criteria for the role, conduct a sample search to gauge how realistic your hiring expectations are. Depending on search results, you may need to narrow or expand your criteria.
Use market data to identify prime talent pools.
Use government labor statistics and data platforms to understand where your ideal candidates live. This may open up new conversations, such as whether the team should hire a remote employee in a location where talent is plentiful.
Need help deciding what your open role looks like? Use this intake form to discover and prioritize the qualifications you’re looking for in candidates.
Align and communicate during the hiring process.
To help make quality hires, strengthen the relationship between recruiter and hiring manager by checking in frequently and addressing any alignment issues.
Set up effective lines of communication.
Evaluate your job descriptions and hiring materials.
Spend time going over the job description, outreach template, and any other candidate-facing materials to make sure they align with the hiring manager’s goals and also with the current market.
Provide resources to improve the interview process.
Create a feedback loop by rating hiring managers.
At the end of the hiring process, rate hiring managers on factors like responsiveness and interviewing skills.