As a recruiter - whether you are an internal recruiter or at a recruiting agency - you will need to work effectively with hiring managers for the roles you are working on to succeed.
Even if you find the perfect candidate and get them interested in the role, if the hiring manager doesn't agree to have a phone screen with the candidate, all of your effort will have been in vain 🤦🏻
Based on our work with hundreds of clients and every type of hiring manager personality, here are 10 tips from the recruiters at Rocket:
- Understand the needs of the hiring manager: It is important to understand the needs and goals of the hiring manager in order to effectively communicate the value that the candidate can bring to the team. This can involve asking the hiring manager about their priorities and the specific skills and experience they are looking for in a candidate.
- Highlight the relevant experience and skills of the candidate: When communicating with the hiring manager, be sure to highlight the relevant experience and skills of the candidate that align with the needs of the role. This can include specific projects or achievements that demonstrate their expertise in the relevant area.
- Offer to provide additional information: If the hiring manager has any specific questions or concerns about the candidate, offer to provide additional information or to put the candidate in touch with relevant references.
- Use data and metrics to support your case: If possible, use data and metrics to support your case for the candidate. For example, you might share data about the candidate's performance on relevant projects or metrics that demonstrate their impact on a team or organization.
- Provide examples of how the candidate can contribute to the team: It can be helpful to provide specific examples of how the candidate can contribute to the team and add value to the company. This can involve discussing the candidate's ability to solve problems, work in a team, or adapt to new technologies.
- Be persistent but respectful: While it is important to be persistent in advocating for the candidate, it is also important to be respectful of the hiring manager's time and decision-making process. If the hiring manager is not initially interested in giving the candidate a chance, wait a little bit before advocating for the candidate again.
- Build trust and credibility: Building trust and credibility with the hiring manager can help to increase their confidence in the candidate. This can involve sharing any relevant references or testimonials from previous employers or colleagues, or highlighting any industry awards or certifications that the candidate has earned.
- Communicate clearly and concisely: When presenting the candidate to the hiring manager, be clear and concise in your communication. Provide specific examples of the candidate's skills and experience that are relevant to the role, and be prepared to answer any questions the hiring manager may have.
- Build a relationship with the hiring manager: Building a rapport with the hiring manager can help you better understand their needs and preferences, and make it more likely that they will consider your candidate for a phone screen. Make an effort to get to know the hiring manager and understand their perspective.
- Be proactive in solving problems: If there are any issues or challenges that arise, be proactive in finding solutions and addressing the concerns of the hiring manager. This can help to build trust and strengthen your working relationship with the hiring manager.
Overall, working effectively with hiring managers is key to successful recruitment. By taking the time to understand the hiring manager's needs, communicating clearly and concisely, and building a strong relationship with them, recruiters can help to ensure that they are able to identify and hire the best candidates for a role.
About Rocket
Rocket pairs talented recruiters with advanced AI to help companies hit their hiring goals and knows technology recruiting inside out. Rocket is headquartered in the heart of Silicon Valley but has recruiters all over the US & Canada serving the needs of our growing client base across engineering, product management, data science and more.
