Partnerships require understanding, whether it be in our personal lives or the business world. Without understanding another persons' point of view, it can be difficult to build trust and realistic expectations of the partnership. Recruitment is an ever changing world, with a number of specialty areas just like any other corporate function. Personally, in my experience working in Human Resources, I have noticed that recruiters and hiring managers have trouble seeing eye-to-eye. Not only can this make for an uncomfortable partnership, it can also get in the way of fulfilling a very important goal: finding top talent for the organization. There are countless ways recruiters and hiring managers can best work together, but arguably two of the most important ingredients for success are how we treat candidates and each other throughout the hiring process.
To be successful in attracting and retaining talent, we must remind ourselves that candidates and employees are people … just like us. They are mothers, fathers, sisters, brothers, and we are all human. They must be networked, sourced, recruited, interviewed and hired in a sustainable way. While business needs are always a priority, what makes a business and their industry reputation thrive is how candidates feel about you and your brand when they don't get the job. The hiring manager and recruiter as a team must remember that they are both responsible for adding value to potential candidates throughout the interview and hiring process, regardless of their viability as a candidate.
There are many ripple effects that can stem from the recruitment process, and the reputation of your personal, and company brand can suffer if candidates have a bad hiring experience. With transparent reviews on Glassdoor and possible exposure of discontent on Facebook, Twitter, and LinkedIn, there are certainly more reputational risks involved in the hiring process than there was even five years ago. Yes, the role of a corporate recruiter is to fill open positions with the best candidates possible in the shortest amount of time, but even more so, their roles have evolved to protect companies against litigation risks and damage to their brand. This is especially important for a company marketing a service/product to the public, or providing a B2B solution to other organizations. Candidates can often be consumers or decision makers down the road, and it is our shared responsibility to consider the bigger business picture.
Hiring managers are under pressure to perform and deliver, manage expectations from the top down and bottom up, and regardless of circumstances or staffing levels are held accountable for the success or failure of their teams. The empathy recruiters have for the empty space in an organizational chart, what that means to the business, and the motivation and drive they have to overcome obstacles is what sets the best recruiters in the industry apart from the pack. That same level of empathy is what also sets the best hiring managers apart.
We are all under the same pressures, and at the end of the day we’re all working towards the same goal. Nobody is perfect and sometimes the pressure to deliver on both sides can get the best of us. The key to a successful partnership between recruiters and hiring managers is a healthy dose of empathy for each other, and a shared understanding that the sum of our business objectives are bigger than us both.