Most hiring managers aren’t experts in hiring, and that’s okay. But it does lead to some common challenges. As our Helping Hiring Managers Succeed report outlines, they often have unrealistic expectations and focus more on what they think they need rather than on what’s truly best for their team. Plus, managers are often stretched too thin or don’t have the relationship skills required to create great experiences for candidates and new hires.
While some of these issues can be addressed through training or process improvements, recruiters play a key role in bridging the gap. By building strong relationships with both hiring managers and candidates, recruiters can have a direct impact on hiring success.
Here are four practical ways recruiters can help hiring managers improve their outcomes:
1. Get hiring managers involved early. Managing expectations is one of the toughest parts of a recruiter’s job. While many recruiters excel at setting expectations with candidates, they sometimes overlook the importance of doing the same with hiring managers. Start by understanding the manager’s perceived needs and assumptions about the role. Building this foundational understanding can help you form a stronger partnership from the get-go.
2. Help hiring managers reimagine the ideal candidate. Encourage managers to think beyond the usual qualifications. Collaborate on a job description emphasizing the skills, competencies and achievements aligning with their goals. If possible, gather input from other team members to paint a broader picture of what a successful hire could look like. This approach not only leads to a stronger job description but also promotes better team dynamics and a more holistic view of hiring success.
3. Use data to guide smarter decisions. Hiring managers often have expectations that don’t align with labor market realities. Use data to educate them about salary benchmarks, talent availability and the competitive landscape for the role. It’s also worth sharing how much their approach impacts candidate experiences. For example, a national survey found that the top reason candidates accept or reject job offers is how respected and valued they feel during the process. Ask managers if they’d like support in sharpening their interview and candidate engagement skills—it’s a win-win.
4. Follow up throughout the hiring process. Check in regularly with both the hiring manager and candidates to address any concerns. And while retention might not traditionally fall under a recruiter’s responsibilities, it’s a key measure of recruitment success. Following up with new hires and their managers during the first 120 days strengthens relationships and positions HR as a trusted partner.
Want to dive deeper? Check out the full Helping Hiring Managers Succeed report.
Darren Findley leads our recruitment solutions division as well as the business strategy, and he's what we'd like to call our resident labor market expert! He is a believer in and passionate about helping organizations find and keep talent.
Connect with him on LinkedIn.
