5 Tips for Building Strong Hiring Manager Relationships
Recruitment Interviews
5 Tips for Building Strong Hiring Manager Relationships
Building strong relationships with hiring managers is crucial for successful recruitment. This article presents expert-backed strategies to enhance these partnerships and streamline the hiring process. From addressing past missteps to fostering collaborative alignment, these insights will help recruiters become trusted advisors and strategic partners to hiring managers.
- Ask About Past Hiring Missteps
- Become a Trusted Advisor to Hiring Managers
- Build Partnerships Before Hiring Needs Arise
- Treat Hiring Managers as Strategic Partners
- Implement Collaborative Alignment Meetings
Ask About Past Hiring Missteps
Here's one tip that has served me well over the years:
Start by asking the hiring manager what hasn't worked.
Before diving into what they want, I like to ask, "Can you tell me about a past hire that didn't work out?" It might seem like a bold way to begin, but you'd be surprised how quickly it opens the door to a more honest and productive conversation.
When someone tells you what's burned them before--whether it was a mismatch in communication style, how a person handled feedback, or just an off-target cultural fit--you gain a much clearer picture of what really matters to them, beyond the bullet points on a job description.
Starting this way does something important: it builds trust. It shows you're not just there to tick boxes--you're there to listen, to dig deeper, and to get it right. And when hiring managers see that level of care and curiosity, they're a lot more willing to open up. It creates alignment early, and in this line of work, that's everything.
Become a Trusted Advisor to Hiring Managers
The key to building strong relationships with hiring managers is trust, and that starts with a deep understanding of their needs beyond just a job description. Early in my career, I learned this the hard way—I once worked with a hiring manager who kept rejecting candidates without clear feedback. It turned out we weren't aligned on what "strategic thinker" actually meant for their team. That experience reinforced the importance of asking the right questions upfront and truly listening.
Now, I prioritize a consultative approach. I dig into their team dynamics, business goals, and challenges to ensure we're on the same page from day one. Throughout the process, I keep communication open and transparent, sharing real-time market insights and adjusting strategies as needed. Hiring is fluid, and the best partnerships are built on collaboration, not just transactions. When hiring managers see you as a trusted advisor rather than just a recruiter, that's when the real magic happens.
Build Partnerships Before Hiring Needs Arise
Hiring Managers desire a genuine partnership in the recruiting process, which begins long before a hiring need arises. I've found that understanding my manager's challenges and the nuances of their team dynamics significantly helps establish rapport. This way, when it's time to hire, there's already a solid foundation.
From there, you can conduct an in-depth intake, with the goal of knowing the need and role so thoroughly that you can not only effectively vet resumes and candidates but also accurately paint a picture of the role in the interview process as well as 'sell' the company.
Regular check-ins during the recruiting process are also key - even if it's a shared document that is updated weekly. This ensures that managers are never in the dark about where things stand and how things are progressing.
Lastly, make sure they know how to use your ATS (Applicant Tracking System) and make the most of any useful features within it. This way, there's nothing holding the manager back from getting their hands dirty, while still knowing where not to step on your toes or duplicate efforts.
Treat Hiring Managers as Strategic Partners
From what I've seen, the most effective talent advisors treat hiring managers as strategic partners, not just clients handing off a job description. The strongest relationships start with a real conversation: What does success look like in this role? What kind of person thrives on your team? It's not just about skills on paper; it's about understanding the bigger picture and showing the hiring manager that you're invested in helping them build the right team.
Additionally, transparency and communication are crucial. Talent advisors keep hiring managers informed about market trends, raise potential concerns early, and are willing to challenge assumptions when necessary. This level of honesty and data-driven insight distinguishes a true talent advisor—someone who empowers hiring managers to make informed decisions, not just quicker ones.
Implement Collaborative Alignment Meetings
To ensure alignment between the hiring team's expectations and the recruitment strategy at Alpas Wellness, we implement a collaborative approach from the outset. One key practice is holding alignment meetings with the hiring team before starting the recruitment process. During these meetings, we discuss the job requirements, candidate profile, and key competencies needed for the role.
We also create detailed job descriptions and candidate personas that reflect the consensus reached during these meetings. This documentation serves as a reference throughout the recruitment process, ensuring everyone is on the same page.
A valuable tip is to maintain continuous communication and feedback loops. For example, after initial candidate screenings, we review the shortlisted candidates with the hiring team to ensure they meet the agreed-upon criteria. This iterative process helps in fine-tuning the search and addressing any misalignments promptly.
By fostering open communication, detailed planning, and iterative reviews, we align the hiring team's expectations with our recruitment strategy, leading to more effective and efficient hiring outcomes.
