<aside> 📌 A good Hiring Manager should work effectively with their Recruiter, communicate their needs clearly, and be open to feedback and suggestions. And really, it should work the other way around, too. But how exactly to approach this and build a successful relationship with each other?
We’ve compiled a bunch of useful tips and tricks and asked a couple of real-life (😅) hiring managers as well to see how we can hack this.
Read on and let us know what you think!
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<aside> 🕺 We asked Hiring Managers from awesome Czech companies to see what’s truly important for them while collaborating with their Recruiters. See what they think below!
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If there’s something that might enhance the collaboration between you and your Hiring Manager fairly quickly, it’s deciding to shadow each other for multiple interviews and giving each other feedback and guidance. Having the chance of seeing each other interact with the candidate might give you a great space for not only providing feedback to each other but also better calibrating on the expectations we as a company have towards the candidate. This can further help us make the hiring process better and consequently make better hires thanks to that.
One of the most important parts of the process you should consider adding to your hiring are debriefs about each candidate that goes through your process. As the candidates go along with each interview, every interviewer gathers a unique perspective about them – both from soft skills and hard skills perspectives. This is a great opportunity for the whole interview panel to get together and discuss each individual thoughts and clarify any yellow 🟡 or red 🔴 flags you might have about them.
Every person should share what they liked about the candidate as well as any hesitancy they might have – and then you… well… debrief. 🙂 Thanks to this meeting, you might realize that something you thought might be a great problem wouldn’t be a problem at all in the grand scheme of things, e.g. as a recruiter or a separate interviewer, you might think that the fact that the candidate is missing a specific skill might be a show stopper. But thanks to the debrief and the hiring manager present there as well, you might just find out that it’s ok because a capacity in the team just opened up and we’re able to mentor the future colleague and we’re good to go with presenting an offer.
It’s up to you at which part of the process you decide to do a debrief, the options are endless. The most efficient, though, might be to incorporate them further along as you’ll have more perspectives and feedback on the candidates after more interviews.
Asking good questions is the foundation for everything. Not only do you have to have a strong hiring process which should enable you to find out as much relevant information as possible. But you also need to start asking good questions even before the hiring starts. We’ve compiled a short list of questions we loved that should help you with the intake meetings to get you going.
<aside> ✏️ Practicalities
This will vary a lot based on who has ownership of what in your company (if there’s even someone 😅 #startuplife). But in general, you should have at least a semblance of clarity on the following questions.
<aside> 💪 Skills