Cooperation of recruiters and hiring managers is not always easy but, since this cooperation is crucial for the final outcome of recruitment, it should be transparent and without unnecessary obstacles.
Problems often occur due to unclear roles and insufficient sharing of information. it is also quite common that one or even both sides don't see any problem in poor cooperation.
Managers' most frequent complaint is that the recruitment process is too long and complicated. Both the quantity and quality of candidates are often insufficient for them. They don't understand why recruiters offer them unsuitable candidates for employment who either don't meet the requirements of the given jobs or have excessively high financial demands. It annoys them when job seekers call and send e-mails directly to them instead of contacting recruiters.
At the same time, recruiters are frustrated by managers' inability to understand the sequence and importance of individual steps within the recruitment process, such as rules for the evaluation of candidates based on unified benchmarks, as well as the related administration.
How can you break out of this vicious circle?
