Hiring is a costly endeavor. Even if it doesn’t appear that way to the untrained eye, hiring is the company action with the highest return and risk potential. Finding and keeping competent staff is a primary priority for most businesses now more than ever. However, you will want the assistance of two important parties: hiring managers and recruiters, to attract, screen, hire, and onboard talent.
So why all the fuss about the hiring manager against the recruiter when a successful team effort is needed for a high-stakes operation?
Finding outstanding candidates as soon as feasible is a common objective for both hiring managers and recruiters. And if a new hire ends up being a standout worker, the recruiter and hiring manager should be commended for their successful, efficient, and well-executed collaboration.
On the other hand, a poor hire prompts inquiries as to who was actually in charge of making the decision to choose such a candidate. Whose recruitment strategies need to be improved for the future? Recruiters and hiring managers frequently have a tense working relationship because recruiters may find it difficult to live up to the high standards that hiring managers have for their selection of applicants.
These important players do not get along well with one another. But first, let’s establish who is actually in charge of selecting the appropriate candidates.
What is a hiring manager?
The hiring manager is frequently the candidate’s future boss if they are chosen. In other situations, the hiring manager could work for the HR division. The hiring manager in a small business or startup may be the CEO or founder, whereas in bigger organizations, the hiring manager may be a department head or team leader. The hiring manager will ultimately decide if a certain candidate gets the job, regardless of their title or position within the company.
Filling job openings is typically not the hiring manager’s primary responsibility, despite the fact that they may have the last say on who is employed or at the very least the authority to advance or not a candidate. The recruiting manager devotes the most of their time to working on projects and performing other crucial duties for the business as a vital component of day-to-day operations. However, it is crucial that they participate throughout the entire hiring process. The recruiting manager is the expert on the role that needs to be filled because they will be the new hire’s direct supervisor. The recruiting manager can specify the precise skill set and cultural fit required to meet the demands of the team or department.
Related: What is a Hiring Manager?
What is a recruiter?
The recruiter, as opposed to the hiring manager, is primarily concerned with talent acquisition. The recruiter’s task is to find candidates for jobs using the specifications and guidelines supplied by the hiring manager, screen potential employees, and then submit the best group of prospects to the hiring manager for their consideration.
An expert in creating and executing a recruitment strategy that identifies qualified candidates for a certain position is a recruiter, who may be an internal employee or a third-party contractor. This involves more than just publishing a boilerplate job announcement and reviewing the applications of applicants. A skilled recruiter knows how to find potential hires who fit the hiring manager’s objectives and demands, as well as where to look for them.
The recruiter must be careful how they represent themselves and the firm to potential hiring because they are frequently the first company representative the candidate engages with. The hiring process is a two-way street because prospective employees are also evaluating the hiring company to see if it’s a good fit for their objectives. In order to attract and keep the interest of the best candidates, the recruiter must positively represent the hiring organization.
What does a recruiter do?
The employment process must remain on schedule, according to the recruiter. They must meet the demands of both the hiring manager and potential employees, ensuring they are aware of their respective objectives. To do this, the recruiter commonly does the following:
Jobs and Duties
Ask the hiring manager for the position’s specifications
The hiring manager must identify the position’s requirements and the kind of candidates to seek out before the recruiter can begin a successful candidate search.
Post-employment advertising online
A recruiter must be able to create job postings that accurately reflect the requirements for the position and the advantages of working for the organization (such as company culture, compensation, and future career opportunities). They also need to know where to advertise the opportunity so that it reaches the right people.
Make connections with possible applicants
A recruiter may take part in the ongoing creation of a network of potential applicants in a specific area they can draw upon when the need arises, typically for professional positions or occupations requiring a high degree of competence.
Candidate pre-screening Initial job applications
Resumes are received by the recruiter, who then conducts preliminary screenings. They might also carry out preliminary interviews and reference checks in addition to background checks.
Provide the recruiting manager with qualified candidates
The recruiter sets up initial interviews and recommends qualified prospects to the hiring manager. Give the candidate the employment offer. Frequently, once the recruiting manager decides to hire someone,
What does a hiring manager do?
Jobs and Duties
From the first stages of the hiring process all the way through to and after selecting the most promising applicant, the hiring manager has duties. The hiring manager will frequently contribute to the hiring process in the following ways as one of the key stakeholders because the individual hired can be their direct report:
Analyze whether a new employee is necessary
The hiring manager’s responsibility is to determine whether the team needs a new member. This requirement might be brought on by attrition, departmental or business expansion, or a combination of causes.
Make the job description pertinent
Frequently, the hiring manager will draft a job description for the available position.
Related: Hiring Manager’s job description
Define the requirements for candidates
It is the recruiting manager’s responsibility to make candidates aware of the requirements, including those for experience, education, and other factors.
Interview potential hires
Candidates will be interviewed by the hiring manager to determine whether they are qualified for the post.
Decide who is best suited for the position
The hiring manager frequently has the power to decide who should be given the job in the end.
Orient the new employee
The recruiting manager will start the onboarding process after the candidate accepts the position.
Integrate the new hire into the team and the organization
As the new hire settles into the company, the hiring manager returns to their supervisory position.
Recruiter versus hiring manager?
Even though we now clearly understand the roles and duties of each party, the hiring manager vs. recruiter controversy hasn’t been resolved. The tasks that hiring managers and recruiters perform in the employment process are distinct yet complementary. Relationships between recruiters and hiring managers can be robust and fruitful when both parties are aware of their positions and work well together.
Adding talented and competent workers to the organization is the common objective shared by recruiting managers and recruiters. The recruiting process can go smoothly if the aims and objectives of the two primary participants are in sync. Here are some ways that hiring managers and recruiters can work together to locate the finest candidates:
Conduct a thorough intake
The “intake,” or initial encounter between a recruiter and a hiring manager, sets the parameters of the search and launches the hiring procedure. Hiring managers should provide recruiters with information about their team, the role the candidate will fill within it, necessary skills, and experience.
Focusing on the search criteria gives recruiters a place to start and the background information needed to interact productively with candidates. In turn, recruiters can help with the creation of a timeframe and an overarching recruiting plan.
Promote the company’s logo
The recruitment process should be a significant part of your overall business plan because your firm would not be able to function without its personnel. By sharing their hiring criteria with the teams and network of their firm, encourage the recruiter and hiring manager to reach out to a wider audience.
Every conversation you have with the applicant, whether you hire them or not, is an opportunity to promote your business. Recruiters and recruiting managers must act like tenacious salespeople at all times. A prospect can get recommendations or perhaps end up as a client in the future. Teams that can effectively sell their culture and the opportunity at hand are formed by businesses.
Create a Culture of Communication
Holding post-interview debriefs over the phone, through video calls, in person, or by utilizing collaborative hiring software are excellent ways to stay in continual communication with recruiters and hiring managers in order to be productive and efficient. Continual communication like this will help hiring managers and recruiters keep on top of market problems, applicant expectations, and competition. On the other hand, arranging interviews, making hiring decisions, and onboarding can all be postponed if feedback is absent or delayed.
It’s also crucial to have open lines of communication with prospects. Transparent discussions, extending offers, setting clear expectations for the next stages, giving prompt feedback, and onboarding all require constant communication. It’s essential to provide candidates with a nice interview experience, even if you don’t hire them.