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By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
One of the most overlooked skills in provider recruitment is a thoughtful collaboration plan with internal customers, especially your hiring managers. A recruiter will never be as successful – regardless of their skill level in attracting top candidates – without understanding the needs and having a good relationship with their hiring managers.
To maximize your time and effectiveness of these connections, I’ve created a list of five key points to remember to enhance collaboration with your hiring manager.
- Preparation is important: Internally, when you are assigned a new search, start the process by learning more about the hiring manager for that area. A little history will better prepare you to serve the needs of that manager. LinkedIn is a great place to learn about their work history. Don’t forget to check in with other recruiters too! Learning from other recruiters can prepare you as well. Here are a few questions worth asking your colleagues: What is the best form of communication with this manager? What are some of the hiring manager’s pet peeves? How responsive is this hiring manager when submitting candidates?
Finally, look up past requisitions to learn what roles the hiring manager has needed in the past; this information will help you better understand the hiring manager and respond appropriately.
- Impactful first meeting: if possible, your first meeting with the hiring manager should be in-person to solidify your relationship. In today’s socially distanced world, a Zoom meeting can work too. This will increase the trust level, and you will be more than just a voice on the phone. Assure the manager that your goal is not only to fill the position, but to provide an excellent experience for each candidate. From there, share a little bit about yourself. Most hiring managers will see value in this meeting and respect your extra level of customer service.
- Add additional value: Going the extra mile will be remembered. For example, providing solid market intelligence and current trends. You might also include competitor job postings, data regarding time to fill, or feedback from candidates.
- Be honest: Hiring managers would rather you be honest with them. Let them know if there are issues that make the role unfillable. Provide data to the hiring manager about market realities and the local supply and demand for the role. Provide suggestions on alternatives to fill the position and relook at the package offerings.
- Say thank-you: After your candidate gets hired by your hiring manager, send a thank-you note expressing your appreciation for their partnership. Spend some time with them evaluating what worked well and what didn’t, and then share lessons learned with your colleagues.
By understanding your hiring manager’s likes and dislikes, you will develop a collaborative recruitment relationship to be successful in your craft.
Are you looking to take a deep dive into your recruitment process in the New Year? Our team of experts would be happy to take a look at your program and provide you with a comprehensive recruitment assessment. Please reach out and we can set up a time to learn more about your needs, mkent@barlowmccarthy.com.