Recruiter and hiring manager – the two key players in the hiring process. Both have the same goals but differ in their approach. So, what is the relationship between the hiring manager and the recruiter? How can an organization balance the two roles to grab the best talent from the job market?
The success of an organization is decided to a large extent by the quality of employees. Now, who is responsible to find the right talent? Is it the recruiter or hiring manager? The recruiter handles sourcing and interviewing of candidates while the hiring manager is the decision-maker. The two roles share the common goal of hiring the best talent. For a successful hiring experience, we need a positive and transparent collaboration between the recruiter and the hiring manager.
But many times unnecessary frictions happen between them because of a lack of clarity in each other’s role and also because of the difference in viewpoints. The hiring managers are not always aligned with the market realities and have unrealistic expectations from the recruiter. We should avoid such situations to achieve both quality and speed in the hiring process.
The recruiter and hiring manager have to be clear of each other’s role and the organization’s expectations. Great placements happen when the two support and trust each other. Here is more on the recruiter vs hiring manager dilemma and how they can achieve synergy.
What are the responsibilities of a recruiter in hiring candidates?
Recruiters handle all day-to-day activities involved in attracting, screening, and hiring the right employees. They build a talent pool and network within the industry to identify candidates with the right skill set. The recruiter also coordinates with the various department heads and schedules interviews. At times, the recruiter even conducts the initial rounds of interviews. He has the responsibility for the overall hiring process and provides feedback to the hiring manager on the various candidates and even the assessment methods.
What are the responsibilities of a hiring manager?
The hiring manager is the decision-maker who further probes into the shortlisted candidates and identifies the right fit for the company. He might look for details such as skill sets, aspirations, and cultural fit. The hiring manager accepts or rejects the shortlisted candidates and informs the recruiter of the final decision. If the hiring manager has rejected all the shortlisted candidates, the recruiter continues headhunting.
How can the recruiter and hiring manager develop a positive work relationship?
The recruiter and hiring manager relationship need not be marred by misunderstanding. They can follow these steps to ensure that the hiring process is smooth and efficient.
- Be clear on the expectations in the first meeting – The recruiter and hiring manager should be clear on the candidate requirements and the expectations in the first meeting or the intake meeting. The discussion has to be data-driven so that the hiring manager understands the talent set in the market and also the reason behind the time delay in filling niche skills. During the meeting, the hiring manager should educate the recruiters on expected skill sets and the details of the role. This will help both parties to decide on the timeline and the overall recruiting strategy.
- Set a well-defined process – The process of hiring should be defined in advance, along with the roles of both parties in each stage. There has to be an agreement on who will screen the resumes, the timeline for screening, and scheduling of interviews. This will bring harmony in the recruitment cycle.
- Create regular and open communication – The process moves fast and smooth only if there is regular and clear communication between the recruiter and the hiring manager. After each interview, there should be an interaction and exchange of feedback between the recruiter and the hiring manager. This can reduce errors such as delayed interviews or wrong hiring.
A solid recruiter and hiring manager relationship will bring clarity into the process and result in hiring quality candidates. Since both share the common goal of getting the best candidate for the organization, they should make it a point to have open communication and support each other during the process.
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