5 Decisions Your Talent Acquisition Partner Needs to Know
On the surface it seems pretty simple: Hiring managers and recruiters both want to fill open positions with perfectly matched job seekers or exceptionally skilled passive candidates. But hiring managers and recruiters have subtly different priorities.
While the hiring manager is thinking about how a particular candidate will perform on the job from one day to the next, the recruiter is primarily concerned with how to find the ideal candidate from a host of different sourcing channels. These different priorities can lead to friction that slows down the hiring process. Even worse, it can affect the quality of the candidate you eventually hire.
How can hiring managers ensure that their talent acquisition partner is truly a partner? As the old adage goes, “Well begun is half done.” Make sure that you’re clear about these five hiring decisions from the get-go.
Decision #1: Why are you hiring?
Your recruiter will need to know why you’re hiring in order to find the right candidate. This knowledge will help your recruiter determine what soft skills are required for success on the job.
For instance, a newly created position might require a candidate who shows strong initiative and patience. If you’re looking to fill a position because the person who used to perform these duties has advanced in the company, top-tier candidates who are also looking to advance will want to know this.
Decision #2: Who do you expect to hire?
Nail down all the essentials. What is the exact job title and what is the official description? What skills, experiences and educational accomplishments do you expect candidates to possess? What are your salary parameters and schedule requirements?
Most importantly, your talent acquisition partner will need to know how flexible you are about each request. Your recruiter should go out into the field knowing which qualifications are a bonus for you and which are non-negotiable.
Decision #3: Where will your new hire work?
Like most of the basics we’ve outlined here, this question is simple on the surface, but it contains a lot of information. As a starting point for sourcing, your recruiter will need to know where this job is physically located. They may be able to cast a wider net if you offer candidates the option to telecommute or if you’re willing to provide relocation assistance.
In a more abstract sense, your applicants will want to know about the culture of their potential workplace. Is your organization a start-up where employees wear ripped jeans to work and can sip from beverages supplied by a complimentary beer cart on Fridays? Do you have a more formal atmosphere? Think more in depth too: How do people communicate throughout the office? How do they share ideas?
Decision #4: When do you need your new hire to start?
In order to meet your needs and set a reasonable pace, your recruiter has to know how urgent your need to fill this position is. Begin with your ideal start date and work backward with your recruiter to determine a reasonable time frame for bringing on the ideal candidate.
A clear time frame will set your communication strategy up for success throughout the hiring process. Your recruiter will know when to check in and how far along they should be in the process at all times. They’ll know when they have to move quickly as well as when they can take their time to let a candidate come through.
Decision #5: How will you determine if you’ve found the right candidate?
Since your recruiter will be the first person to touch base with a potential candidate, the way they interact with job seekers can be a great opportunity to establish trust. Make sure they can tell the candidate how many interviews to expect as well as with whom they can expect to meet and whether or not there will be a skills demonstration or work sample requirement.
The trust that your recruiter establishes with potential candidates can give way if applicants encounter a different set of experiences during the hiring process than they were told to expect. Unfortunately, this miscommunication can result in qualified job seekers exiting the recruitment funnel. Make sure your recruiters are empowered to transmit the kind of hiring experience that you’re ready to deliver.
Clear Expectations for Talent Acquisition
These five guidelines outline the essentials for a positive relationship between hiring managers and talent acquisition partners. When you clear up all of these questions at the beginning of your arrangement, you’ll be able to keep your shared goal in mind. By establishing clear expectations for the role, as well as the time frame in which it needs to be filled and the process by which you’ll fill it, you’ll be headed for a successful hire.