When it comes to your relationship with a hiring manager, you’ve got to position yourself as a leader in recruitment. You want to be someone whose judgement they can trust.
To break down your efforts into 3 simple steps, use the 3 C’s:
So, how can we use the 3 C’s to strengthen your credibility and show off your expertise?
In order to effectively consult with a hiring manager, there
are 3 key actions you’ll want to master: clarify, question, and counsel.
When a hiring manager lists the skills, experience, and
educational requirements for a role, clarify by asking them to rank items
in order of preference. This will help to avoid the list getting out of hand.
Always question why items are on the must-have list
for a candidate. Let’s say one requirement is ten years of experience. Although
ten years is a significant amount of time, you’ll want to question what why
it’s a requirement. What specifically has someone learned in ten years, that
someone with eight years’ experience hasn’t? Experience doesn’t necessarily
Finally, counsel the hiring manager on why it’s
important to plan a strategy together. In order to find the best candidates,
you’ll both need to be on the same page every step of the way. Discuss where
you plan to find candidates. Confirm a regular meeting schedule with each other
as you move forward in the recruiting process.
One of the most common problems between recruiters and
hiring managers is that they don’t know how to communicate in each other’s
terms. Both are focused on opposite sides of the same coin.
A recruiter’s world is all about learning the ins and outs
of what’s needed for a role, finding candidates, and filling requisitions. A
hiring manager’s world is all about revenue, profitability, efficiency, cost of
an open role, and coordinating with their HR team.
As the recruiter, you need to communicate in a way that
bridges the gap between both worlds and allows you both to see eye-to-eye. Educate
yourself on the concerns of a hiring manager and integrate terms that are
relevant to them into your own dialogue. Keep it real by being honest and
diligent when setting project expectations and delivering results. Don’t make
promises you can’t keep.
When working in an industry that is centered around people,
nothing is a guarantee. There are times when awesome, promising candidates
unexpectedly miss interviews, tank interviews, or decline offers. This can
leave both recruiter and hiring manager wondering where the other person went
If something goes south during a project, you’ve got to
stand your ground as a recruiting leader and coach through any problem that may
arise. A great coach isn’t afraid to unpack a negative situation and shift it
into a positive growing experience.
Stick to the facts. The first reaction to a crisis should never
be an emotional one. Steer clear of pointing fingers and blaming each other for
unfortunate circumstances. Stay objective by laying out the facts before you do
After the facts are established, you should acknowledge and empathize
with the frustration and disappointment that the hiring manager must feel. However,
avoid apologizing for circumstances that are beyond your control. The final
focus should be moving forward. Ask the hiring manager, “based on the facts
about where we stand, what is our end goal?” Decide together what the best
course of action will be to reach that goal.
Consult, communicate, and coach your way into the hearts of
Put the 3 C’s into action in order to give hiring managers the opportunity to recognize you for the recruitment leader you are. These 3 steps will help you to develop harmonious relationships and will result in dedicated clients that come to you whenever they have recruitment needs!