By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
Recently I had the great fortune of speaking to a recruitment team in Indiana. This was the first time the team had gotten together in person since the pandemic, and the energy in the room was noticeable. Our goal was to brainstorm how we could reimagine their relationships with key stakeholders. Stakeholder relationships are so incredibly important. We know that a recruiter will never be successful-regardless of their skill level in attracting top candidates-without having good relationships and understanding the needs of their hiring managers.
To maximize your time and effectiveness strengthening these connections, here are three key points to remember when working with hiring managers.
- Preparation is essential: Internally, when you are assigned a new search, start by learning more about the hiring manager for that area. A little history will better prepare you to understand how to serve the needs of that manager. LinkedIn is a great place to start learning about their work history. Don’t forget to check in with other recruiters too! Here are a few questions worth asking your colleagues: What is the best form of communication for 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 distant world, a zoom meeting can work too. Being face to face 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 positions but to provide excellent customer service. From there, give the hiring manager a brief bio of yourself. Most hiring managers will see value in this meeting and respect your extra level of support.
- Add additional value: Going the extra mile will be remembered. For example, give them market intelligence and current trends when available. Provide them with competitor job postings, data regarding time to fill, or feedback from candidates. Anything you can provide will improve your credibility and help to build a level of trust with them, it also helps to maintain an open line of communication, which is incredibly important.
Understanding your hiring manager’s likes, dislikes, communication preferences, etc. will help you build a collaborative relationship. Relationships are so important within this space. Building strong relationships based on trust and collaboration will lead you to more success and help your career flourish.
If you have specific questions regarding stakeholder relationships and the recruitment team I would welcome an opportunity to speak to you directly. Feel free to schedule a complimentary 30 minute call with me using the link below. If you have other questions don’t hesitate to reach out at mkent@barlowmccarthy.com.
https://calendly.com/mkent-barlowmccarthy/complimentary-conversation