📚 Preparation
Preparation involves the recruiter and hiring manager briefing each other on roles, processes, and expectations to ensure a solid start to the hiring process. It is the responsibility of the recruiter to gather all relevant information from the hiring manager before launching the job, facilitating an efficient process from beginning to end.
Questions to ask your hiring managers:
Are you satisfied with the briefing between you and the recruiter at the beginning of the process?
Would you say that the recruiter's initial information gathering before job launch was efficient?
⏱️ Execution
Execution is crucial for hiring managers as they aim to find their new hire(s) in the shortest time possible. Consequently, hiring managers often evaluate the recruiting process based on the time it takes for the recruiter to approve the requisition to initiate the recruitment process and the overall time it takes to complete it.
Questions to ask your hiring managers:
Are you satisfied with the amount of time it took for the recruiter to approve the requisition?
Are you satisfied with the amount of time it took for the recruiter to begin the recruiting process?
Are you satisfied with the amount of time it took for the recruiter to complete the recruiting process?
📅 Scheduling
Scheduling involves the practical aspects of planning interviews, preparing materials, and ensuring readiness for various stakeholders and candidates throughout the hiring process. It also includes strategic planning and organising the different steps of the process to ensure a smooth flow.
Questions to ask your hiring managers:
The scheduling of interviews was done effectively
Did you receive all relevant information before the interview(s)?
📞 Availability
Availability is a challenge for recruiters as they strive to be accessible to candidates and hiring managers throughout the hiring process, maintaining a continuous and proactive communication flow. By mastering this skill, recruiters increase the likelihood of high satisfaction from hiring managers. It is essential to provide recruiters with the right communication tools to promptly respond to requests from hiring managers.
Questions to ask your hiring managers:
Would you say that the recruiter was responsive throughout the hiring process?
I feel that my recruiter was responsive throughout the process
💬 Communication
Communication focuses on the ability of recruiters to effectively convey information to hiring managers. Recruiters should excel at clear and concise communication, ensuring they ask relevant questions and take the lead in obtaining the necessary information from hiring managers to identify top-quality candidates for the role.
Additionally, this driver involves communicating in a manner that resonates with the hiring manager when unrealistic expectations regarding candidates, salary, or the market arise. Effective communication is key to fostering a strong partnership between recruiters and hiring managers.
Questions to ask your hiring managers:
The recruiter asked me relevant questions about the role and the business needs
👥 Collaboration
Collaboration emphasizes the importance of hiring managers and recruiters working together as a cohesive unit. It involves evaluating whether hiring managers are satisfied with their overall experience partnering with recruiters throughout the hiring process.
To enhance collaboration, it is crucial to focus on developing good best practice documentation, providing education and training, and ensuring that recruiters are helpful and adept at providing constructive feedback. By fostering a strong collaborative relationship, hiring managers and recruiters can optimize the hiring process and achieve mutual success.
Questions to ask your hiring managers:
Are you satisfied with the technology that we use during the recruiting process?
How would you rate your overall experience partnering with the recruiter during the hiring process?
Would you say that the recruiter was helpful during the hiring process?
🌟 Candidate Quality
Candidate quality is a critical area that often frustrate hiring managers. Exceptional recruiters, who receive recognition from their peers and hiring teams, are often those who excel in mastering this skill. They have a keen understanding of the team's requirements and invest effort in comprehending the precise skills the new hire needs to possess, differentiating between "should-haves" and "must-haves." By prioritising candidate quality, recruiters can deliver top-notch candidates that meet and exceed the expectations of hiring managers.
Questions to ask your hiring managers:
How would you rate the quality of candidates received from the recruiter?
Are you satisfied with the number of qualified candidates presented by the recruiter?
🧠 Knowledge & Support
Knowledge and support play a vital role in building an exceptional recruitment team. It is crucial to ensure that recruiters possess a deep understanding of the candidate market and industry trends. They should be equipped to educate and coach hiring managers throughout the interview process. By leveraging their expertise, recruiters can guide hiring managers towards making informed decisions, identifying red flags, and preventing bias in the hiring process. Empowering recruiters with the right knowledge and providing robust support helps create a strong partnership between recruiters and hiring managers, leading to successful and unbiased hiring outcomes.
Questions to ask your hiring managers:
Did the recruiter manage to coach and guide you throughout the interview process?
I feel that the recruiter is knowledgeable about the market, competition, salaries and demand for talent
I got the right insights from the recruiter to make the best decision