Revealed: The Secret Traits of the Best Hiring Managers
If you want to hire rockstars instead of mismatched candidates, your success hinges on one major player: the hiring manager. They either ace the game or crash and burn, with recruiters as their indispensable allies. So what sets the best hiring managers apart? Let’s dive into their secret traits.
Relentless Openness with Recruiters
Think of your recruiter as your attorney—privilege, confidentiality, and all that jazz. If you want to attract the best talent, spill the beans. What has failed in your past hiring endeavors? What makes candidates shine or fall flat? The more your recruiter understands your evaluation process, the better they can navigate the talent pool. Once the search begins, keep the communication flowing. If you pass on a candidate, specify why. Vague feedback just confuses your recruiter and drags out the search. Remember, transparency is key.
Deep Reflection on Work and Team Dynamics
Exceptional hiring managers take a moment to contemplate their team's needs and the competencies required for success. It’s not just about slapping an old job description on an open position and calling it a day. Passivity here leads to delays and bad hires that can haunt your team. Know what you need and create accurate, enticing job descriptions that attract the right candidates.
Cultural Savviness
Top managers understand the culture of their company and articulate it effortlessly to candidates. You’re not just filling seats; you’re promoting a mission. Influence and fit within the organization's broader vision are non-negotiable. Every conversation with a candidate is an opportunity to promote the company culture, whether or not you end up bringing them on board.
Realism About the Candidate Market
Great hiring managers have their fingers on the pulse of the talent market. They stay updated on current trends, salary benchmarks, and skills availability. Instead of over-promising or drifting into a pessimistic wormhole about a hard search, engage with your recruiter and keep the conversation going. This dialogue allows you to tweak expectations and adjust your strategy based on real, actionable insights rather than guesswork.
Honesty About Candidate Skills and Job Requirements
When it comes to candidate capabilities, honesty is the best policy. If a great candidate lacks some job requirements, communicate the reality of their skill ramp-up candidly with internal stakeholders. This way, you set everyone’s expectations properly. A misalignment here can lead to a frustrating mismatch and dissatisfied hires down the road.
Swift and Efficient Communication
The best hiring managers are accessible. They share their mobile numbers, LinkedIn, Slack—whatever it takes to provide rapid feedback. In a hot job market, speed is everything; candidates can disappear in a heartbeat. Make your thoughts clear and decisions precise. If feedback lags, the effectiveness of your recruiter diminishes. Communication should flow freely, offering recruiters the insight they need to represent the job optimally.
Shepherding the Process for Improvement
There’s no foolproof hiring strategy, but top managers are hands-on in refining the process. If strong candidates are bailing because your hoops are too high to jump through, reassess. Every step in your hiring process should align with the ultimate goal—finding the right candidate efficiently. Remember, recruiters have seen it all; heed their advice and don’t cling to outdated processes that drag your hiring down.
Fostering a Positive Candidate Experience
Many companies are lazy about candidate experience, but a great interaction is an opportunity to create brand advocates. Every candidate deserves respect and a thorough evaluation, regardless of the outcome. Poor treatment leaves candidates with a bad taste; instead, aim for each touchpoint to strengthen your brand's image. Ensure timely feedback and communicate the reasons behind decisions to maintain goodwill in the talent market.
Setting Clear Expectations with Stakeholders
Don’t trap yourself with vague expectations. Disparate opinions during interviews can lead to a chaotic decision-making process. Get everyone on the same page from the start, whether it’ll be a final call or a team vote. Clearly define roles, timelines, and selection criteria to avoid wasting time and energy.
Mastering the Close
Closing a candidate begins at the first conversation. Know what it will take to seal the deal before you reach the offer stage. Be proactive in understanding their preferences and concerns throughout the process. The offer should be straightforward by the end. The best managers know that strong closing goes beyond the offer itself; it involves crafting a narrative around the role, team, and company that leaves the candidate excited to join.
Embrace these strategies and transform your hiring process into a powerful tool for attracting and hiring top talent. As you continue to build your leadership skills, you’ll be recognized for your ability to build great teams.
