How to Improve the Relationship Between Hiring Managers and Recruiters to Find the Best Talent
There is often a buffer between a company’s human resources department and hiring managers with regards to staffing open positions.
This issue is often a result of miscommunication between the two groups over the experience, soft skills and abilities necessary for the open position. Poor communication also comes up when companies urgently need to add staff.
Whether it’s a result of time or organizational politics, many HR recruiters find themselves taking orders from hiring supervisors to fill open jobs. Similarly, hiring managers often feel left out on the candidate selection process, only getting a set of applicants they may or may not like. This can also result in companies wasting time and resources on hires that aren’t a good fit.
Barriers become even more draining in a tight labor market since the lack of collaboration can keep companies from hiring the best talent. Some companies may be inclined to ignore warnings of a talent shortage because of a belief it wouldn’t impact their industry. However, studies have revealed that competition for employees will only continue to rise across all sectors.
To address various barriers, a more effective model is one where these two groups work together in sourcing and hiring the best talent. If companies want to contend for top talent, it’s crucial to look for methods to generate synergies and get rid of barriers between HR personnel and hiring supervisors. Customizable technology solutions, workflows and operations are all effective tools for connecting these two groups.
Transparency through technology
Hiring managers need awareness and access to the hiring process, while HR needs the tools to address each open position on an individual basis, while also being able to assess the status of all open jobs.
With collaborative hiring becoming a best practice, most companies are using Applicant Tracking Systems (ATS) that foster collaboration. When thinking about ATS platforms, user access and user experience – for HR, hiring supervisors and applicants – should be crucial drivers in platform selection. The proper system will permit the delegation of tasks and jobs so that everybody who needs information has it; and, people behind the process can supply input as needed.
Time is critical when contending for talent. Unfortunately, inadequate workflows and operations can work against both HR and managers when trying to fill open positions. Conventional processes normally don’t involve the hiring manager early in the process, which can lead to miscommunication. When confronted with urgent situations, it’s extremely useful for hiring teams to have all job seeker records kept in one location.
The proper ATS can give both HR and hiring managers all the detail they need about each applicant, at any stage during the sequence. Access to applicant data, along with streamlined operations, helps get rid of ambiguity and has the to save time.
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At LTI, we work with our clients to ensure they have smooth, efficient talent acquisition processes. Please contact us today to find out how we can support your organization.