If they didn’t have to spend half their time interviewing and scheduling candidates, what could recruiters do? Recruiters will Hiring Managers discover that they have more time to focus on other aspects of the TA organization as a result of AI and automation eliminating numerous time-consuming duties from their daily schedule. They can be particularly useful as coaches and consultants to hiring managers, guiding them through the selection process and maintaining their attention on candidates.
How to the Hiring Managers During the Hiring Process
Opening the demand, screening the applicants, interviewing the prospects, choosing the best, and making the offer are the five distinct stages of the hiring process that recruiters can help hiring managers with.
1) Opening the Requisition
Recruiters should outline the hiring process and set deadline expectations when opening a requisition. A process map encourages hiring managers to keep focused on hiring by letting them know what they should focus on at each stage.
Additionally, this is an excellent time for recruiters to examine EEOC guidelines and respond to any preliminary inquiries hiring managers may have on the hiring procedure or how your company successfully hires. These will provide a solid foundation for further discussion when recruiters reach the more ambiguous stages of the hiring process, such as interviewing and choosing candidates.
You can learn more about the role they’re creating at this time. A recruiting manager can quickly compile a lengthy list of candidate qualifications and responsibilities. Hiring managers can narrow down that list to the competencies required for the position, and then translate those competencies into the job description.
2) Screening the Applicant Pool
Hiring managers still have control over which applicants to choose for interviews, even when they aren’t as actively involved in the screening process. Recruiters should examine their applicant choices at this time to prevent the recruiting manager from becoming tunnel vision. By explaining why particular candidates would be good fits, recruiters can use the screening phase to gain the hiring manager’s trust.
During this moment, your recruiters should challenge decisions and choices. Employing managers might reflect on their decisions by asking recruiters why they like or dislike an applicant. This forces the hiring manager to think about whether they like the candidate personally or whether they think they are a good fit.
3) Interviewing the Individuals
After recruiters have evaluated and provided recommendations for candidates, the next advising discussion with a hiring manager will probably occur during the interviewing stage. To avoid asking the same questions from the phone screen or video interview, they need to make sure the manager’s methodology is consistent throughout all interviews. This is the opportunity to go through any warning signs the candidate may have displayed, such as evasive or brief responses, that require further investigation. Review the questions they may and may not ask during the interview process, and make sure they are aware of EEOC compliance.
Additionally, this is the ideal moment to determine how at ease they are with the interview process. While a seasoned hiring manager may be knowledgeable about the process, a more recent manager may not be as prepared. Training candidates to keep the interview focused while being conversational is one of the most beneficial services your recruiters can offer.
Your recruiters should train your hiring managers to create a focus and objectives for interviews that highlight candidates’ abilities and capabilities. Without set objectives, interviews can easily turn into a conversation covering a wide range of topics and information with each candidate. It’s exceedingly challenging to assess those contenders fairly, and this frequently results in skewed judgments.
4) Picking the Best
Although recruiters have less sway in the candidate selection process, they can nevertheless serve as a hiring manager’s advisor. They can add the most value by assisting hiring managers in avoiding making biased decisions or focusing only on one particular prospect. The hiring manager needs to have backup plans in case the candidate withdraws or accepts another offer.
Recruiters should speak with a hiring manager about their preferences for a candidate if they appear biased. Hiring supervisors may be biassed for a variety of reasons, including shared hobbies, similar life experiences, or just a strong connection.
Recruiters may spot bias by assessing how effectively their hiring manager can justify the candidate’s job fit in light of the candidate’s background details and interview responses. If they are unable to explain this, there is a significant possibility that bias influenced their decision.
5) Making the Offer
Recruiters can train hiring managers behind the scenes on how to make the verbal offer and what to talk about other than money when putting together the offer packet. When it comes to compensation discussions, the hiring manager benefits from talking about salary in a range rather than a precise amount. This is a terrific opportunity to emphasize the value that your organization offers.
Candidates should already be in the “I want to work here” frame of mind by the time they receive the offer. The documentation is just closing the sale at that time. Your hiring managers may have missed opportunities early in the process if they are trying to sell them to the firm towards the end.
The hiring process will benefit greatly from recruiters’ ability to coach hiring managers, even if this can be a difficult undertaking. They will significantly affect the caliber of hires by assisting recruiting managers in avoiding biased decisions and supporting the top candidates. They’ll also show candidates the value of their time and skills, helping hiring managers to create a delightful candidate experience.
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