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At LinkedIn's recent Talent Connect conference, John Vlastelica, CEO of Recruiting Toolbox, emphasized the importance of hiring managers partnering with recruiters in the recruitment process. He also had the opportunity to listen to the views and brainstorm the ideas of over 200 participants in the breakout sessions focused on the topic.

 

The Role of Hiring Managers in Recruiting

Highly in-demand candidates now expect hiring managers to actively engage with them and establish a connection. Hiring managers play a crucial role in sourcing, engaging, and selling candidates on the company and role. When hiring managers are less engaged, the recruitment process becomes slower and more expensive.

Shifting the Culture

Shifting to a culture where recruiting is everyone's job requires a clear expectation from hiring managers, regular feedback, and accountability.

Ideas for Engaging Hiring Managers

Some ideas for engaging hiring managers include holding sourcing jams, encouraging coffee chats with potential future hires, having managers solicit employee referrals, and rewarding good behavior.

Fostering the Culture of Shared Ownership

Companies that foster a culture of recruitment ownership see hiring managers as partners. In a future Talent Blog post, John will discuss the importance of surveying recruiters about their experiences with hiring managers with whom they work and share 10 questions your survey should include - stay tuned.

 

What strategies do you find most effective in engaging hiring managers in the recruitment process?

@Angelo Pancho We were just discussing the importance of the recruiter-hiring manager relationship today when chatting about holistic recruitment enablement!

At intake meetings on new requisitions, I ask “who do you know who may be a good fit for this job”? Also, I specifically will often ask specifically who they worked with in the past that could be a great candidate for the new requisition.

Asking the hiring manager for suggestions on preferred employers or industries to source candidates is always helpful as well. Including hiring managers in LI Recruiter searches asking for their input on skills and other criteria, and giving them real-time insight on available talent can inspire them to be involved. Providing them link to job posting to share via their LI page/account and via email with other contacts gets them involved too...

 

Agreed. I like to do an initial intake and ask as many details as possible. Even if I hired for the role before, it’s good to do an intake to see if there are any changes with skills required, etc. I also ask if there is someone internal that would be a good fit. I share the link to the job post. I like to give my hiring managers real time updates and get their feedback. It seems to keep the process moving quicker and allows a partnership built on trust in the hiring decisions.

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