Is your relationship with hiring managers as good as with your candidates?

You are confident in your ability to manage the candidate side of your job and demonstrating that ability every day.  I wish I could tell you that’s enough to be successful, but it isn’t.

Equally important to your success is building  strong  business partnerships with your hiring managers. This side has as much impact on your success as finding great candidates.

I’m often asked to “fix our broken recruiting function.”

The first thing to “fix” is these relationships. Good things follow, including a tremendous decrease in time to fill and a huge increase in recruiter and hiring manager satisfaction.

Signs your relationship can be improved when hiring managers:

• Are not willing to spend time with you to give you critical information when there is a new requisition
• Do not get back to you with feedback on resumes and/or candidates
• Do not give you feedback with any substance
• Do not pay much attention to your recruiting advice and perspective
• And many more to numerous to list here

Not your fault if this is happening. Most recruiter training is heavily focused on “our process” and how to find and screen candidates.

It’s possible to start building strong relationships faster and easier than you might imagine.

Here’s how to get started:

FREE … ordinarily $9.97

Ebook: how to implement a woefully neglected strategy to improve your recruiting results

Click on Order Now on Home Page

Enter a code of SPECIAL

You’ll get an email immediately with a link to the book and a fabulous “swipe” file of all the forms that will simplify your life with your hiring manager.

Give it a try. As one recruiter told me, she was nervous going into a hiring manager meeting and in one hour came out confident. Plus she got the informatin she needed from the hiring manager.

It gets better. She got an email later that day from the hiring manager saying how impressed she was with the recruiter’s new process!

 

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