This document discusses the importance of strong relationships between recruiters and hiring managers. It notes that recruiters who have close relationships with hiring managers outperform those who do not. However, only 13% of organizations actually have mature relationships between recruiting and hiring managers. The hiring manager intake process is presented as a way to foster early communication and set expectations between recruiters and hiring managers. A recruiting SLA (service level agreement) is also discussed as a way to increase speed, promote accountability, and create a scalable recruiting process that improves the experience for candidates, hiring managers, and HR/executives.

2. Joel Passen
Co-Founder
joel@newtonsoftware.com
● Co-Founder and Head of Sales, Marketing, and
Alliances at Newton Software
● Formerly top-producing recruiter - 20+ years of
recruiting experience
● Corporate recruiting SME Featured by New York Times,
Wall Street Journal, SF Business Times, NPR, Fist Full of
Talent, ERE, SHRM
v Image

3. 01.
02.
03.
04.
The Great Divide
Hiring Manager Intake
Recruiting SLA
Benefits of Engaged Hiring Managers

5. Recruiters who have strong
relationships with hiring managers
outperform recruiters who do not have
such close relationships.
The most influential
predictor of talent
acquisition performance
is a strong relationship
between the recruiter and
the hiring manager.
“
Nearly 60% of recruiting departments
report “immature” recruiter - hiring
manager relationships.

6. Only 13% of
organizations actually
have mature relationships
between recruiting and
hiring managers.
“ The # 1 issue is lack of communication.
Reactive hiring and “order taking”
are key indicators of immature
relationships.

8. The hiring manager
intake fosters
communication and
accountability in the
very beginning of the
recruiting process.
“ Facilitate the conversation needed to
scope the role and develop an ideal
candidate profile.
Set expectations of you, your hiring
manager, and the role that each of you
will be held accountable for.

9. Hiring Manager Intake
● Timeline
● Ideal Candidate Profile
● Location
● Compensation
● Selling the Role
● Duties and Responsibilities
● Team Dynamics
● Position History

10. Proactive v Reactive Creates a Partnership Improves Retention

12. What is a SLA?
● Increase speed
● Promote accountability
● Maximize resources
● Create a scalable, repeatable process
● Improve the experience internally and
externally

13. 1 2 3 4
5 6 7 8
9 10 11 12
Recruiter / HR
The Hiring Manager
Intake Form
Recruiter / HR
Begin Attracting
Talent
Recruiter / HR & Hiring
Manager
Review Applications and
Respond to Candidates
Recruiter / HR
Conduct Initial
Phone Screens
Hiring Manager
Decision Point
Recruiter / HR
Schedule Phone
Interviews
Hiring Manager
Conduct Phone
Interviews
Recruiter / HR
Schedule In-Person
Interviews
Hiring Manager
Conduct In-Person
Interviews
Recruiter / HR
Collect Interview
Feedback
Hiring Manager
Decision Point
Hiring Manager
Make the Offer
STAGES
PERSON RESPONSIBLE
RECRUITING PROCESS
24 HRS 24 HRS 24 HRS
24 HRS
24 HRS 72 HRS 24 HRS
24 HRS 72 HRS 24 HRS
72 HRS

15. Attract & Engage Interview & Collaborate Offer & Onboard

16. Candidates
● Faster Turnaround
● Reduce Risks
● Ideal Experience
Hiring Managers
● Drive Engagement
● Increase Productivity
● Improve Results
HR / Executives
● Increase Collaboration
● Create Accountability
● Faster Time-To-Fill

17. Q / A