The Worst Mistake A Hiring Manager Can Make

Posted by Maria Talley on Feb 10, 2016 8:02:00 PM
Maria Talley
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As a hiring manager, you strive to manage time effectively. Hiring and training new employees often adds pressure and more work to the ever-piling list of your daily tasks. On top of your regular responsibilities, you have to communicate with the recruiting team about the position you are hiring for as well as provide immediate feedback about candidates.

Oftentimes, hiring managers feel that their recruiters have no clue about what qualities they should look for in the candidates, and the whole hiring process may seem to be too long, daunting and even worthless. And when you feel that you aren’t backed up by your recruiters, it’s hard to have the confidence in receiving top-pick candidates at the end.

With that said, the single biggest mistake you can make as a hiring manager is: You don’t allow your recruiting team to do the recruiting.

It’s understandable that this might be a problem for you. For example, your recruiting team may be out of tune with the job requirements, or maybe they don’t take time to examine all technical elements that are essential to hiring a successful candidate.

Miscommunication and mutual frustrations caused by the mere fact that hiring isn’t your main task can have a knock-on effect that impacts not only your team, but the company as a whole. Not allowing recruiters to do their job by rejecting candidates they provide sends a negative message to the entire company.

Effect on the Recruiting Manager

The main effect on the recruiting manager is that they never learn how to recruit for themselves. This equally ruins them professionally and personally; if they can’t find a good candidate for you, your team will never generate positive results.

Effect on the Business

The effect on the business as a whole comes from the fact that hiring managers are too busy concentrating on finding the right candidates quickly, omitting important details and jeopardizing the quality of the recruiting process. If you don’t trust your recruiters, neither can you expect to find quality talent on your own. Just take a look at your current to-do list and see if you can honestly allocate a decent amount of time to sourcing. It’s not that easy, is it? Taking it one step further, the recruiting department may begin to resent you, hurting the company on a fare greater scale than just personal distrust.

How do you reach compromise?

What you could do, is take a moment and understand how the hiring process actually works within your organization, instead of jumping into doing hiring yourself. Take a moment to speak with your recruiter about their part of the job and don't forget to express the desire to help them succeed. New recruiters in particular need to be coached so they can feel empowered and confident in their roles while you can clue them into how they can help you succeed in your effort of finding good candidates.

Coach them to become experts

Your recruiting team may not understand all the intricate details of the position you are hiring for, but don’t think they aren’t coachable. You can always schedule a meeting to go over general skills, terminology and job requirements that concern your vertical. Be respectful and patient, because this is the only way you can get on the same page with your recruiters.

Always Communicate

Sure, sometimes following up on every email may be daunting, but carrying an unbroken line of communication with your recruiting team is the single best thing you can do to ensure that there are no misunderstandings. According to Lou Adler, CEO of The Adler Group, “Recruiters need to build up trust with the hiring manager by speaking the same language.” The same goes to the hiring managers who are looking to build strong communication with the recruiting team. This is the only way to build trust.

Team up!

From writing effective job descriptions to ironing out the interview process, cooperating with your recruiting team is key. If you don’t agree on the exact requirements, your expectations will be different and you will ultimately end up hiring candidates who don’t match your company culture. Sit down with your recruiter and brainstorm all the details that make a successful hire. When you do come up with an agreement on what both sides can expect, you will be able to find a more skilled talent.

There are a many other mistakes that a hiring manager can make, but not allowing your recruiters to help you find the best candidates possible is the biggest one to avoid because of the extent to which it affects everyone involved.

Go the extra mile in effectively coaching and mentoring your recruitment team. Develop positive ties and set clear expectations by conducting seminars, one-on-one training sessions where everyone is focused on producing greater results over a shorter period of time. This will allow you to work together in producing only the best results possible.

Instead of spending countless hours trying to figure out the best candidates, why not trust the science itself along with proven algorithms that can do the trick and based on a multitude of successful employee/hiring manager combinations, select just the right fit for you? Schedule a quick phone call with our team of hiring scientists to learn more...

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Topics: cultural fit, hiring, hiring mistakes, hiring managers

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