10 Reasons Why Hiring Managers Should Embrace Their Recruiters

Hiring Manager In A Meeting At Dubai Web Design

“Hiring managers not only hire people just on favoritism basis but the people who take challenges accept such proposal from their managers”.

Before you read this make sure that you don’t just want to fill up your jobs with some reasonably competent people. However, if your aim is to recruit top talent on a consistent basis, this information will help you. It starts by understanding how to tap into the capabilities of strong recruiters.

What Do You Expect From Recruiters When Jointly Working with Managers

1. They’ll put best option on table to ease you in making decisions.
2.  They’ll complete the hiring process within the give time constraint.
3. They’ll help you in defining the job description.
4. They’ll help you in recruiting the most talented candidates for your department.
5.  They’ll make you more productive.
6.  They’ll minimize the need to spend your energy with unmotivated.
7.   They’ll avoid the hiring of 90-day wonders.
8.  They’ll help you accomplish all of your objectives.
9. They’ll help you become a mature manager.
10. They’ll ensure you get promoted faster.

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However, to reach this state of managerial level, here’s what you must do first.

Manager Rules For Recruiting and Hiring:           

1.  Prepare job description and mention the key objectives of the job: Every job has 5-6 key objectives that every individual must fulfill successfully. When contacting candidates it is essential for recruiters to know the job specification this way the new opening can be a good career move.
2.   Benchmark the performance of your employees for the job: This is perhaps the most reliable method when making choice among number of variables. For example, if your best engineers collaborate closely with product marketing before designing anything, add this to the performance-based job description.
3.  Transform major characteristics requirement into performance objectives: Since these factors are very subjective, it helps to convert each one into a task. For example, among many common traits communication skill helps the sale department on various occasions such as presenting in a meeting.
4.   Always value potential over experience: Don’t totally depend on exact skills and experience match. Instead, tell your recruiters you want to see people who have accomplished more then your expectancy by analyzing their previous record. This will open the talent pool to the new comers.
5. Try to check everyone recommended by the recruiter: The recruiter must ensure that the recommended candidate has accomplished the tasks given in performance based job description.
6. Conduct a 30-minute phone screening before calling someone for interview: This will not only save your precious time by interviewing every single candidate, it will also minimize the impact of first impressions for those you do see.
7. Compare candidate’s skill and performance with the standard set in job description: Use the Most Important Interview Question of All Time for this.
8. Be fully engaged, flexible and available: Hiring managers need to invest extra time in the whole process to ensure that the desired candidate has a good understanding of the job and its upside potential. 
9. Clearly define your vision about the job and its impact on the company: Hiring managers not only hire people just on favoritism basis but the people who take challenges accept such proposal from their managers.
10. Take responsibility for finalizing the candidate: The best people will accept challenges who are mentors and can become role model for others. Recruiters can orchestrate the process, but it’s up to the hiring manager to seal the deal

While qualified recruiters are expected to find, qualify, and present top people in front of hiring manager, this is only one most critical step in hiring process. However, the manager must be fully committed and fully engaged on the other side.

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