It is important to cooperate from the very beginning, i.e. from the job description of the person you seek. Creating this without the manager's participation is not good.
Managers need to be made well aware of the entire recruitment process and have the purpose of each step explained to them. At the same time, it is important to listen to their comments and consider whether the process is not too lengthy or complicated.
The following practical tips for recruiters were published by the Society for Human Resource Management (SHRM), the world's largest professional organisation of human resource managers.
6 steps to better cooperation
1. Make sure you understand managers' expectations in advance. During the process of finding suitable candidates, inform managers about the quality of candidates you are able to offer them.
2. If you want to offer the hiring manager candidates who do not fully meet the requirements, say so. At the same time, explain why you consider them suitable despite their shortcomings.
3. Try to identify the financial requirements of each candidate and pass this information on to managers. This will help you avoid situations where managers spend a lot of time selecting someone, only then to learn that the candidate has excessive financial demands.
4. Make sure both sides clearly know their roles. Understand what will be done by HR and what by managers.
5. When scheduling interviews with managers, count on everything that will take place, including such time-consuming tasks as filling in forms. Managers should not be unpleasantly surprised by the length of the interviews.
6. Inform all participants about the schedule of the entire process. If they know when the individual phases of the process start and end, plus how well they are doing, neither you nor the managers will have to worry about being bothered by candidates' phone calls or e-mails.
Do you have any other recommendations for better cooperation with hiring managers? Let us know.
-kk-