In many larger organizations, hiring requires the help of dedicated human resources personnel. It’s common to see adversarial conflicts arise between recruiters and hiring managers surrounding that process.
In the Harvard Business Review, expert Ron Ashkenas discusses why.
He points out that HR staff often have to switch without warning between different roles.
Sometimes they work in administrative planning. At other times, they must be fierce employee advocates.
There can be a huge amount of tension between raw efficiency and treating people with deep consideration.
They also tend to specialize in the world of HR. They work without getting to know the core business of their own company as well as they should.
It is possible for the hiring process to improve in companies where these issues exist.
It just takes better communication between departments, and a bit of elbow grease!
Common Conflicts Between Recruiters and Hiring Managers, and How To Resolve Them
Recruiters and hiring managers both want to find the best people for a job as soon as possible. There’s a conflict there, though, because the best candidates are always few and far between.
Meanwhile, there are many less-qualified people out there itching for an opportunity. Recruiters want to be willing to give them a chance if it looks like they might fit the mold, despite some flaws.
But hiring managers don’t love having to sort through those flaws.
Let’s look at how recruiters and hiring managers can work together for the good of the company and its people.
Vague Requirements with High Expectations
Hiring managers want to find great people for a role. Sometimes, though, they aren’t specific enough about what candidates need to be great at.
Recruiters can make themselves very annoying by going back and forth about the details of a job. Managers are often way too pressed for time to deal with that.
The solution is for recruiters to do their homework, as it were. By conducting a bit of industry research, they can get a good picture of what a job may call for.
Speaking with people in the job’s department can also reveal specific tasks a candidate would handle.
When the recruiter does have to follow up, they should make sure to ask very specific questions. Exactly what tools and skills are involved? Who will the candidate be reporting to?
Of course, hiring managers should also be thoughtful about what they’re looking for. That small amount of extra work will speed up the whole process.
Hurried Time Frames and Disappointing Interviews
Speaking of speed, time is money. The longer a role goes unfilled, the more the company suffers for it.
Managers hate learning about a deal-breaking scheduling or salary issue during the interview. It forces the team to start the whole process over.
The key here is getting that communication down. Recruiters should identify conditions that would stop an interview in its tracks. They can use them to filter out unqualified candidates early.
Beyond that, it’s a question of transparency. All hiring stakeholders should have access to clear metrics. How many candidates are in the application and interview process at a given moment? The reasons for rejected candidates should also be clear.
That transparency eases concerns about why there aren’t more interviews when there’s an urgent need to fill the role. As long as they can see that the recruiters are doing their best, there’s no reason to panic. They can work together to find and process more people.
Using RVW BOT to Attract Top Candidates
Among the tools companies can use in hiring are job posting and employer review websites. Glassdoor, Indeed, and Monster are top examples.
The reviews workers leave about their employers are a gold mine of information for job candidates.
If a company has lots of positive reviews, that’s a sign that it’s a good place to work.
When those reviews are lacking, though, it can drive more qualified job-seekers away. They know they can negotiate for the best working conditions. Others can’t, and apply wherever they can.
The problem is that people don’t usually go out of their way to heap praise on a good employer. They’re much more likely to speak up when there’s a problem.
That’s unfair to a lot of companies, but it’s human nature.
There’s a way around it, though. If you know that your company is good to its people and would stand out if it had better reviews, RWV BOT can help.
Our Slack app makes it very easy to earn more reviews from satisfied employees. We invite you to check out some of our other posts and learn more about how it works. It’s also easy to download and get started when you’re ready!
Remember, it’s all about communication! Talk about what you need, and you’ll get it.