A recruiting manager is no easy job. You’ll need determination, skill, and a willingness to engage with others. However, with the right mindset and thesefivetips, you’ll be a stellar recruiting manager.
While reaching out to candidates, you have to be honest and provide an accurate description about the position. You’ll want to share some duties and responsibilities of the job, so they’re fully aware of what it entails and know what to expect. Otherwise, you risk wasting everyone’s time.
Remember that they’re looking for the perfect fit, too. You don’t want to lie or mislead them only to have them reject an offer later. Being honest with employees ahead of time prepares them for the job and decreases your turnover rate. If you’re not transparent, how can they be completely honest with you?
- Do Your Due Diligence
From the initial contact phase to the final interview, you’re working directly with the candidate. You’ll guide them through:
You are the first impression that the candidate receives of the company. As a hiring manager, you must pay attention to the details of the whole process, including the reason why a candidate was rejected.
Some recruitment managers deal with receiving an adverse action letter by not being careful enough. While rare, knowing about the letter is essential to ensure your company is hiring under federal and state guidelines.
The letter will make it more difficult for you to hire new talent, plus it could negatively affect the company. Keep tabs on the progress of each individual that you contacted to ensure that you’re giving them a fair chance.
- Get to Know Your Candidates
As you go through your due diligence and guide the candidate to a potential position, part of your job as hiring manager is to get to know them.
While a resume will give you basic information about the candidate’s prior work experience, look into their LinkedIn to find out more details about their special skills, strengths, weaknesses, and social connections.
- Advocate for Yourself and Your Candidates
As a recruiting manager, scheduling is one of the trickiest parts of the job. You have to match the schedules of your candidates with those of the hiring managers or interviewers. Except in cases of complete schedule conflicts, only make appointments for times your candidate can comfortably attend.
If you reschedule too many times or choose a date your candidate clearly can’t attend, you risk losing the talent. You want to show them that you care about their time and about their potential for you and your company.
- Don’t Cram Too Many Interviews Together
The number of interview candidates you’ll have depends on the position. Lower-level jobs usually have more potential talent while higher-level posts will have a specialized pool.
While it might seem ideal to cram interviews together as tightly as possible to get the situation over with, don’t rush the process. If you give the hiring managers time to meet and chat with the candidates, they can feel out which people are the right fit for the company.
The responsibilities might seem nerve-wracking, but with determination and passion, you can bring amazing new talent onboard.