Close cooperation between recruiters and hiring managers implies that each party understands their obligations and responsibilities, so that they have defined who does what, how and when. This ensures, in addition to alignment around common goals, a good measurement of progress and success, as well as capabilities, and an agreement on priorities and expectations. The common purpose: bring the best talent in the most efficient and effective way. Usually, the dynamic has been one in which the recruiter acts as an order taker and provides a service to the hiring manager. A partnership model seems to work better than a service model, emphasizing collaboration, teamwork and accountability on both sides.
This means that a deep understanding of the specific needs of each position must be achieved, which includes a detailed understanding of the “candidate person.” What is the ideal candidate like? How it behaves? What places do you visit (both online and offline)? Characteristics such as personality traits, professional goals, social skills and even work preferences must also be known. This, in turn, allows both parties to define experiences and competencies by evaluating values in a standardized way, contributing to the reduction of biases. The clear definition of five or six core competencies and experiences—and their prioritization—as well as the evaluation of a set of specific values of the candidates, significantly contribute to increasing the opportunities for successful integration.
READ ALSO: The mining industry in the world faces great challenges to attract young talents
Finally, always looking for talent means adopting a mindset in which mapping and recruiting are continuous and come from multiple sources. The optimal work of a recruiting team helps to have a very refined reading and understanding of the labor market. Answers to questions like “How much is such a key position earning in a certain firm in the same field?” and “What skills do certain teams have that can help the business evolve more quickly?” They allow you to be more efficient and faster in the hiring process, have a competitive and personalized offer, and make better decisions.
Friction between these two teams can be a significant barrier to achieving organizational goals. It would be beneficial for CEOs and other leaders to understand the dynamics between recruiters and hiring managers. This way they can help them align their efforts to generate real synergies for the business.
Start standing out in the business world by receiving the most exclusive news of the day in your inbox here. If you don’t have an account yet, Sign up free and be part of our community.
