6 Ways to get better results from uncooperative hiring managers

Article written by Head2Head on May 25th, 2010

RecruitSmart Tools

 

  1. Interviews must be planned and announced, and those involved must be professionally engaged.
    Sometimes hiring managers just need reminding of that simple fact: being late or forgetting about interviews is plain discourteous to candidates and is unacceptable corporate protocol.

  2. Delegate wisely and thoughtfully.
    Experienced managers know that diligent leadership often involves delegating some activities to other team members. Others can easily read and review resumes, conduct initial phone screens, and support recruiting events. It's important for hiring managers to know that the best talent won't wait for anyone. This is indeed a race, so if delegation is the only way to execute an effective staffing plan in a timely manner, so be it — make it happen!

  3. Do coffee once in while.
    Sharing coffee with hiring managers not only keeps you strategically aligned with hiring managers, but it can often lead to great camaraderie! The more a recruiter is included in the hiring manager's meetings and work culture, the more that hiring manager will appreciate how important the rest of the staffing functions really are.

  4. No rotten resumes!
    Hiring managers need to be reminded that if resumes are left just sitting there without any action being taken, that talent will disappear and the resume will quickly become outdated, forcing the entire team to restart another round of sourcing.  Remind overly busy or shy hiring managers that any decisive feedback — good, bad, or indifferent — will always be invited and appreciated. Timely feedback will help sharpen and hone the talent search.

  5. Promote "one" team.
    The closer you relate to your hiring managers, the better your hiring will be. Remind hiring managers that tighter communications will help you anticipate and respond to their needs quicker. After all, you're both on the same team! Therefore, assure that the process, criteria, protocols, and objectives are all established mutually and that everyone agrees with them.
  6. Get management involved.
    If by chance, after all you've done, the hiring manager is still not cooperating, then simply involve management. Inform the boss (V.P. or Director) that you now need to approach the superior of the uncooperative hiring manager to attempt to promote more involvement and compliance with the corporate recruitment goals. Normally, after a meeting with management to establish what can be done to improve on a hiring manager's recruiting performance, hiring managers do a complete turnaround. One way or another, the hiring manager must know that no one will stifle the recruiters accountabilities and that the corporate recruiting objectives require everyone's involvement.