Facts about hiring we forget all too easily.

Recruiters across the nation agree. The hiring process needs work. We are quick to complain about how unreasonable people can be–job seekers and managers alike. The outcome of the hiring process is uncontrollable.
A simple change in perspective can aid in improving our relationships with hiring managers, and can boost the overall success of our hiring process. Let’s look at a few facts and how they realistically affect the hiring process.

#1 It’s the manager’s job to hire.

The title “manager” is highly complex and involves a multitude of tasks not related to hiring. On any given day a manager can be budgeting, planning, attending meetings, etc. Beyond that, managers are expected to manage their team and their daily list of tasks as well!
Because hiring is only a fraction of what a manager does, it’s important to consider the factors that can affect how a manager performs in the hiring process. Some of these may include:

• How often the manager is hiring
• How difficult the position is to fill
• How familiar the manager is with the position
• The number of qualified applicants
• How well the company retains current employees

Managers are responsible for obtaining applicants, qualifying them, and hiring the right one–communicating with the interview pool every step of the way. These tasks become difficult to juggle when responsible for a variety of other jobs as well. Time management can be a real struggle for many competent managers.

#2 Candidates and managers have a narrow view of the hiring process.

As a recruiter, your only job is to hire qualified jobseekers. You become so familiar with the hiring process, it’s easy to lose sight of the fact that managers only hire a few times a year. The ratio of interviews conducted between recruiters and managers is quite different.
Other factors affect the hiring decision for a manager as well. Recruiters have the luxury of focusing solely on the task of finding the best possible candidate. Hiring managers have to consider budget and time constraints, overtime, team productivity, career paths and more.
Candidates also have a limited view of the hiring process. When looking for a job, the candidate must worry about bills, where they will live, and their children’s well being, so the decision to apply for a job has a large impact on their life. Quality of life skews the candidate’s perception of the manager’s experience while hiring for a position and vice versa.

As recruiters, it’s important to remember how much of a job candidate’s daily life is affected by our process. It’s unrealistic to expect candidates to breeze through the hiring process as if they do it every day. We often fail to understand their frustrations with our lack of communication, call for repeat interviews, and request they fill out piles of paperwork.
Let’s not forget how difficult it can be to get hired.

#3 Hiring involves subtleties and nuances.

Hiring isn’t easy. If it were easy, organizations would not have a whole department solely devoted to hiring. A variety of skills are required in order to conduct and effective hiring process including sales skills, attention to detail and the ability to communicate with patience.
A lot of work goes into putting a great hire together. The manager must be able to define the position correctly and then sell it to the right candidate. Candidates must apply for jobs and discuss all the factors with family members to come to the right decision.

In order to improve the hiring process we need to validate the roles of everyone involved. We must clearly set expectations with respect and communication, and eliminate assumptions across the board. By connecting the dots, managers will better understand what candidates are going through, and will have a greater respect for recruiters.

Being a recruiter means wearing many hats. It’s time managers realize how much it takes to have a successful hiring process.