Hiring Manager’s job description

Hiring Manager's job description

A hiring manager is a company official in charge of selecting candidates to fill unfilled positions. Determining the position’s specifics and making a job offer is what they are mostly known for. It is the responsibility of hiring managers to fill positions, frequently within their teams. To accomplish this, they frequently collaborate with personnel from the human resources division to find and attract qualified candidates. In this article, we will explore hiring managers’ responsibilities in detail.

What is a Hiring Manager?

Hiring Manager's job description

A hiring manager is a company official in charge of selecting candidates to fill unfilled positions. The person who serves as the future employee’s immediate superior is typically someone from the department where the individual needs to be employed.

A hiring manager can also be defined as a specialist whose goal is to select the candidate who is best suited for an open position. Instead of recruiting people, they interview those who apply for available positions. As they search for potential future workers who might fit well within the business and its culture, they act as the point of contact between candidates and the organization.

The hiring of new personnel is managed by hiring managers, who collaborate with recruiters and HR managers. Their main objective is to make sure the best candidate is chosen and employed, taking into account all of their qualifications and personal traits.

Related: Hiring Manager: A Complete Guide

Hiring manager responsibilities

Hiring Manager Responsibilities

A hiring manager may be responsible for several tasks which include:

  • Determining the number of employees needed for a replacement or new post.
  • Obtaining permission from the department executive to launch a job request for that need.
  • Preparing for the hiring.
  • To draw in the top people.
  • Establishing expectations for the interview process as well as defining roles and responsibilities for the hiring team.
  • Posting the position and reviewing applications.
  • Arranging interviews and performing post-interview evaluations.
  • Assuming responsibility for the hiring choice, subject to executive approval, and successfully leading the hiring team throughout the hiring process.
  • Meeting with the senior management teams to establish the attributes they are looking for in a new job.
  • Creating a job description for the posting to emphasize key duties and qualifications for a candidate to succeed in the position.
  • Posting job vacancies on various job boards and other online platforms.
  • Maintaining and updating employee benefit programs and plans. 
  • Observing any employees helping in the hiring process and ensuring that every employee is aware of their responsibilities.
  • Examining resumes and selecting candidates for the employment process interview stage.
  • Individually interviewing potential workers or acting as the chair of an interview committee.
  • Selecting the most qualified candidate for the job, confirming the hire, or recommending the hire to executives for confirmation.
  • Composing a job offer for the chosen candidate and settling the terms of employment

            providing new hires with orientation and onboarding.

  • Ensuring all hiring activities comply with the industry’s legal guidelines.

Aside from their more administrative duties throughout the hiring process, the hiring manager is also in charge of the human resources aspect of hiring. This covers the ensuing features.

Related: Process of recruitment: A Complete Guide

Locating a teammate who fits

Despite how basic it may appear, the person-team fit has been largely ignored. Managers frequently sought out the ideal candidate for the position (and maybe the organization). Finding a recruit who would benefit the team wasn’t yet the norm. However, one of the recruiting manager’s top priorities should be to find someone who can supplement the team’s present experience, competencies, or talents. Of course, new personnel also need to mesh well with the group on a personal level.

The manager resembles Danny Ocean, who is portrayed by George Clooney in the movie Ocean’s Eleven, in certain ways. They need to assemble a group of individuals, each with a special aptitude and skill set, who, despite having vastly dissimilar backgrounds and personalities, functions flawlessly as a team.

Development and Learning

The hiring manager is also in charge of the team’s and each member’s personal growth. The emphasis has always been on the person and their path of learning and development in this area as well. The manager should, however, have a clear understanding of the direction in which the team should develop based on the organization’s business goals and what this entails for each team member in terms of L&D.

When evaluating applicants, having a team L&D strategy is helpful (but not essential) since you’ll be able to inform them of their potential for future growth.

Related: Learning and Development: A Complete Guide


There has been much written about how the manager’s job has changed from being primarily one of telling people what to do and how to accomplish it to one of guiding and motivating their team on both a professional and personal level. Alternatively put, a coach. The manager has a crucial role to play in the learning and development of employees. 

Because most people want a little incentive to begin a course or training, regardless of how innovative and simple to use your company’s L&D program is.especially when they have to step outside of their comfort zone. It’s your responsibility as a manager to get to know your staff well and identify areas for improvement that they haven’t. If they’re hesitant, it’s up to you to prod them in a way that will encourage them to advance.

Related: Learning and Development Strategies

Employee satisfaction

Of course, one of the duties of the manager has always included keeping an eye on the team’s physical and emotional health. However, the current COVID-19 pandemic has highlighted the significance of employee well-being even more. Managers have new difficulties as a result of individuals working remotely, including issues with employee experience, camaraderie, and engagement. Managers must pay closer attention to the following as more employees will continue to work from home:

Managers must focus more on how people are performing because many employees will still work from home. The connection between coaching and employee well-being can seem a little fanciful. They aren’t connected to the hiring procedure, after all. However, they do affect how candidates view your company as an employer (i.e. your employer brand). Your company’s reputation among job searchers will improve if it is known for always putting its employees first, as demonstrated by initiatives like peer coaching, peer mentoring, or employee wellness programs. Consequently, hiring new employees will become simpler.

Related: Importance of Organisational Culture

Hiring manager requirements and skills

Hiring Manager's Skills

Hiring managers should have training in human resources (HR), as well as experience, in interviewing and evaluating candidates to succeed in this position. Additionally, candidates must be familiar with labor law. A team leader who can act decisively and promptly is the ideal candidate. Below are the essential requirements and skills.


  • Demonstrated job experience as a recruiter, consultant, or coordinator Practical knowledge of applicant tracking systems and HR databases.
  • Understanding of labor law Experience with (phone and in-person) interviewing, screening, and evaluating candidates.
  • Knowledge of social networks and other business networks (like GitHub).
  • Excellent written and verbal communication skills as well as team leadership abilities.
  • Powerful decision-making abilities.
  • BSc in organizational psychology or human resources management
  • Minimum 5 years of work experience as a Hiring Manager, HR Manager, Recruiting Manager, or a similar role in the Human Resources department.


An effective hiring manager combines both hard and soft talents, such as:


An essential skill for a recruiting manager is the capacity to effectively communicate with others both orally and in writing. For instance, having effective communication skills can help you interview job candidates.


During the hiring process, hiring managers frequently make crucial choices. Making accurate assessments of prospective employees will enable you to select the applicant who best meets the requirements of the role.

Time management

A recruiting manager may have to deal with a large number of candidates for competitive positions, frequently on top of other duties. To complete the procedure effectively and on schedule, time management is essential.


It can be difficult to get going at a new job, and being able to get a new hire up to speed helps with team cohesion. Hiring managers assist recently hired employees in settling into their roles by using their understanding of the onboarding procedures.


The recruiting process frequently entails numerous corporate personnel consulting with or even participating in interviews alongside the hiring manager. To evaluate prospects and identify the top candidates, teamwork helps team members communicate openly and effectively.

Contract negotiations 

These are frequently led or attended by the hiring manager after selecting a candidate to fill the post. You can negotiate a deal that is advantageous to the employer and the candidate thanks to this talent.

Industry knowledge

A hiring manager must be knowledgeable about the company’s industry to conduct effective interviews and evaluate candidates’ responses. For instance, if you work in the medical field, it is crucial to your position that you are aware of the credentials required by nurses to perform particular roles.

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