Some relationships, whether in the family or at work, are difficult to establish and have shaky foundations.

Cooperation between recruiters and hiring managers can also be challenging at times. There is a risk of conflict or lack of cooperation when the hierarchy and division of tasks are unclear.

This article will discuss how to use technology to establish and develop relationships with company hiring managers. Excellent results can be achieved quickly if the tasks are divided correctly and the skills and knowledge of each of them are used.

Gather all the necessary information

The first aspect of the recruiter’s interaction with the hiring manager is openness.
The hiring manager has the best idea of what type of specialist he requires, what skills he needs, and what tasks he will perform. Furthermore, he will always be the one who can provide a detailed account of his workday.

As a result, it is most convenient to hold a meeting to gather all of this information to identify baseline requirements and desirable criteria. You can also look at the profiles of employees who currently hold or have previously held the same position and the company’s competency map and performance management paths for more detailed information.
All of these resources will assist you in creating a job advertisement, determining the best search channels, and conducting interviews.

Adjust your assumptions

Before beginning the recruitment and selection process, ensure that the hiring manager understands the potential outcomes.
If the company employs an ATS, reliable predictions can be made based on data analysis to date.

Analyze the performance of previous selection processes for the same position using reports and historical records:

• How many applications were received on average, 
• How many candidates went through each stage of the selection process, 
• Which search channels were the most effective, 
• What was the acceptance rate of job offers,
• How long did it take to hire?

Compare this information to labour market information in your industry, for example, using LinkedIn’s Talent Insights tool.
Prepare a comprehensive report that informs the hiring manager about the results that can be obtained, when they can be obtained, and with what external assistance.
You can also check the performance of candidates hired thus far, the company’s course attendance rate, time spent at the company, absenteeism rate, and so on if you have a comprehensive HR platform. Power comes from the knowledge!

Identify “deal breakers” factors.

In this part of the process, you should also identify the minimum requirements the job offer must meet to be competitive.
Suppose you are looking for a highly specialized person who is virtually impossible to find. In that case, you may need to offer some remote work or even the possibility of a fully remote position.

In other cases, providing a specific incentive in the form of an adequate salary base or a significant variable compensation component is crucial.
It should therefore be noted that if these requirements are not met, the acceptance rate of offers and the quality of applications can be meager.

Engage the manager in the process.

To engage the hiring manager, you must make them feel like they are an active and decisive part of the selection process.
To begin, a job application process can be developed so that the hiring manager can directly request openings in the recruitment and selection process from the company’s ATS system.
The hiring manager should now have full access to the team’s selection processes and the ability to view candidates and provide feedback.

It’s also a good idea to send frequent reports on the status of the selection process – some ATSs do this automatically.
However, this approach is only sometimes appropriate for all managers. You may need to work with managers who are only willing or able to make a small contribution and want to avoid a personal account on a recruitment platform, for example.
In such cases, you should actively participate in the selection process, involving your partner only when their input is required.

Don’t give up your position.

Nonetheless, the recruiter must lead the selection process and its most important stages.

This all begins with the creation of the job advertisement, the quality and dependability of which increasingly determines the success of the search.

Unlike the hiring manager, the modern recruiter understands employer branding and how to hit the mark to attract the best talent.
The HR department must determine the order, number, and structure of interviews and the presence of tests (which serve to identify suitable profiles but can also discourage potential candidates). Similarly, the HR professional must negotiate during the hiring process.
However, more than a recruiter’s abilities is required to achieve the best results. Every HR professional should strive to learn everything they can about the industry in which their company operates.
This is a slightly more difficult task for those working in highly specialised and technical fields such as computer science, engineering, or medicine. Still, even the most basic knowledge makes a difference in the success of selection processes in these fields.

What are the essentials of effective collaboration between a recruiter and a hiring manager?

5 fundamental principles of effective collaboration:

• Define the hiring manager’s role in a specific recruitment process.
• Explain everything to them.
• During the hiring process, make it clear who is in charge of what.
• Choose a convenient communication channel for both parties, such as ATS.
• Create an activity calendar with the hiring manager.