The Consultative Recruiter Katherine Moody Strategies for Epic Results Recruiting
Even if we don’t talk about it out loud, most of us in recruiting know that hiring managers have major impact on:
- our productivity,
- our Time to Fill stats,
- our career, and
- how much we really enjoy our job.
This new research probably doesn’t tell you anything you didn’t already realize:
Bersin by Deloitte research revealed that developing strong relationships with hiring managers is the top driver of talent acquisition performance and four times more influential than all the other 15 performance drivers measured.
But it is a startling finding that clearly points where our attention should be focused. Yes, you still have to find, screen and present great candidates. But to really improve all the points above, we need to build strong relationships of credibility and influence with our hiring managers.
This article has some very good points (a lot of them in fact, making it a challenge to really read).
Unfortunately, the article–understandably–is long on what should be and short on how to get it that way. So it’s important that as you read it, pick one or two places to start working on your relationship with hiring managers. I don’t know about you, but I can barely remember 10 things, much less do them all at once.
The one thing it mentions as a possible solution to managing expectations is the SLA concept.
When I was a consultant at an executive search firm, that concept of “telling” hiring managers what to do was fairly successful.
However, in a corporate recruiting environment, I think most of us have learned that tool is totally ineffective as a relationship builder. The reason it doesn’t work is because we’re telling hiring managers what we expect them to do. If we don’t have a strong relationship, telling them won’t compel compliance. The best way to get their agreement is to ask questions.
What does the recent Google ad say: A Question is the Most Powerful Thing in the World.
But of course you have to know how to ask those questions. So please let me help.
Sign up for my FREE newsletter and get the two questions you must ask to get hiring managers to get back to you. Stop wasting time and energy trying to track them down to get critical feedback.
Now you can get my book focused on building strong influential relationships with your hiring managers, available on Amazon. Check it out.
Read the above referenced article here:
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