Break the ice
Review hiring managers’ LinkedIn proﬁles, work histories, interests, and shared connections.
To increase your credibility, demonstrate that you have a ﬁrm grasp of the business and what
keeps them up at night.
Learn their individual styles
Openly ask how they like to hire – for example, do they prefer to check in immediately after
interviews or do they need time to reﬂect? Do they want to see multiple candidates before
deciding, or will they hire the right person once they meet them? Agree on responsibilities at
the outset and conﬁrm how involved they want to be.
Ahh, the hiring manager relationship. Anyone who has worked in recruiting knows that it can make or
break the success and speed of a hire – not to mention both parties’ sanity! Whether you are leading a
team of recruiters or working directly on a hire, use these tips to build happy, healthy, and stress-free
partnerships with your hiring managers.
Zen and the Art of Hiring
10 Tips for a Knockout Relationship
Start off on the right foot
Set the action plan together
Outline the raw skills and personality requirements. Forward sample proﬁles and drill into
speciﬁcs on why they like or dislike them. Determine how involved they want to be, put
due dates in writing, and agree on what success looks like (e.g. ﬁve candidates in round
two). Speak up early if you need clariﬁcation, no matter how small – it will save you both time
Nail the req intake process
Tap their contacts
Ask them to refer star performers. Request that they share jobs and company news on select
platforms to make them feel invested in the process. Make it easy for them by drafting
language they can adapt. Ask them to join any additional “practitioner only” LinkedIn groups
that are closed to recruiters.
Share the sourcing