The struggle between hiring managers and recruiters

14 Nov

The hiring process shouldn't be unnecessarily complex.

Hiring managers don't always get along with those charged with human resource planning.  For example, according to research cited by CBS News, most recruiters believe they have a high understanding of the jobs they recruit for, while hiring managers believe recruiters for the most part have a low understanding. With that mindset, it's natural that problems will arise. Recruiters are the ones who search for the potential employees and bring them into the company, while the managers are the ones who have to determine which of these people should be hired.

The main problem seems to lie with a miscommunication between hiring managers and recruiters. If recruiters are made to better understand the job, then there may be better candidates to review during the interview process. Additionally, recruiters should spend more time screening the potential hires to make sure they are really good fits for the role, and they shouldn't misrepresent what the job entails to get more people on board. This will only slow things down.

If hiring managers and recruiters learn to work together, understanding each other's personalities and job preferences, then the work might go more easily.

Working with hiring managers
Hiring managers need to ensure that employees fit into the company. If someone in charge of placing someone in a position makes an error of judgment and hires someone who doesn't fit, then the entire office can suffer. As a result, hiring managers are strict with how they hire people. According to the Harvard Business Review, hiring has changed in recent years. The old way of hiring consisted of looking at resumes on paper and then doing a 30 minute interview with the best potential employees. Following that, a hiring decision was made. However, now things are much different. Companies take time to pour through not only resumes but also detailed interviews that often last several rounds. Additionally, candidates must submit a great deal of their own work to the employer in order to prove their abilities.

The HBR blames this on cost cutting that went on during the '90s, which meant that every employee had to do many jobs at once, and not just the ones that he or she was assigned on paper during the application process for getting the job.

The best solution to hiring good workers is to find an excellent recruiter and tell that person exactly what is wanted from a job. After that, go through the resumes that make it through the screening process and see what fits. Don't be so extreme about hiring the best candidate. Instead, focus on the one or two core requirements of the job in question.

Comments are closed.