Zen and the art of hiring manager maintenance (tip sheet)


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Zen and the art of hiring manager maintenance (tip sheet)

  1. 1. 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. 1. 2. 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 Manager Maintenance: 10 Tips for a Knockout Relationship Talent Solutions 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 and headaches! 3. 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. 4. Share the sourcing
  2. 2. Copyright © 2013 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail, are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved. 10-LCS-146-G 0613 Prepare them for candidate engagement Brief them on candidates so they can tailor their pitches to each individual’s goals. Remind them that candidates will be evaluating them too, especially passive ones. Educate them on your employer brand This is especially important if you are a small business with a lesser-known brand. Help them build profiles that convey their excitement about working for your organization. Inspire them with authentic employee stories and language they can use when talking to candidates. 5. 6. Share the selling Listen and refine Ask candidates about their recruiting experiences, regardless of outcomes. Share the good and the bad with hiring managers and agree how to adjust. Look to the data Track the performance of hires over time so you can identify top quality sources. Communicate this approach to demonstrate your commitment to attracting the right talent. Keep the communication going During the hiring process, send regular progress updates to hiring manager on key stages in the pipeline (profiles viewed, candidates contacted and screened, etc.). Check in with them even after filling a position to see how things are going. This will build trust and strengthen your relationship over time. 7. 8. 9. Give and get feedback Manage expectations with numbers and facts Avoid chasing after purple squirrels (those “perfect” candidates that don’t actually exist) by using LinkedIn Recruiter to size the talent pool and share the stats. If the pool is too small or too big, adjust criteria with your hiring managers. Remind them that profiles are not candidates – only a subset will reply to InMails. Gather feedback directly in Recruiter Set up free “hiring manager seats” for your key stakeholders. This enables you to send them batches of profiles to review directly. They can give one-click feedback on whether candidates are ‘great’, ‘good’ or ‘not right for this role’ and write brief notes directly in Recruiter. Show them your progress Send hiring managers screenshots of the “Project Overview” in LinkedIn Recruiter to show them how many candidates are in each stage of the pipeline. This will reassure them that you’re making progress and inspire trust. 10a. 10b. 10c. 10. Bonus Tips for LinkedIn Recruiter Users To learn more about how LinkedIn can help you hire top talent click here.