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Polish Your Corporate Recruiter Cap

August 31, 2010

How to Meet Hiring Managers’ Needs

To be successful, a corporate recruiter must be able to nurture and develop a great relationship with the hiring manager. Tony Kubica and Sara LaForest of Kubica & LaForest Consulting, suggest that the first step to avoiding a

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hiring chasm is to ask the following questions:

  • “How does the corporate recruiter enhance the organization’s ability to select, hire, and advance the right talent for the organization?”
  • “How do they accomplish this when they have no direct authority over the hiring manager making the final decision?”

Kubica and LaForest write that both questions can be addressed by practicing influence. They define influence as “the ability to achieve your objective — to get work done — when you do not have complete control or the authority to accomplish your objective alone.”

Influence is about mutuality and reciprocity. A corporate recruiter must understand what is important to the hiring manager and help them get it. Some high priorities for a hiring manager might include finding someone who:

  • Meets the manager’s business objectives.
  • Is a good fit for the business culture.
  • Will be compatible with and meet the expectations of the manager.
  • Will make them look good.
  • Can grow and adapt as needed.

To address these priorities, corporate recruiters must build a relationship and align efforts with the hiring manager. Challenges to this process include:

  • Trepidation.
  • Not knowing how to build the relationship.
  • Poor responses to manager’s requests.
  • Overselling of candidates.
  • Conflict avoidance.

By learning to overcome these challenges, you will gain an edge in your dealings with hiring managers. Read the full post for training opportunities in this critical hiring area.

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