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| Hi, |
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This link should be without GR tracking code.
Go To Become A Living God
Thanks
Saini
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More qualified candidates |
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Better hiring manager relationships, and |
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Faster times to fill |
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| Try these! You will get impressive results the very first time and every time you use them. And you’ll be building your image as a consultative recruiter. |
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| Wishing you more, better and faster recruiting results, |
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| Katherine |
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No Big Surprise:
Hiring Managers Can be Vague |
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This is one of those recruiting realities that can have a big impact on a search, and yet be difficult to resolve. The solution is never to keep sourcing and interviewing candidates in the hopes that the hiring manager will say “Oh, thank you. That candidate is exactly what I wanted.”
Even if that unlikely event happens, it will be a long time coming and only after you’ve spent a lot of time and energy.
Instead, in addition to asking more questions, listen for any terms they use about the role, the ideal candidate, etc. These often fall into one of two categories:
- It is a term everyone thinks they can define, so no one asks how the hiring manager defines it, for example, executive presence or strong leadership skills
- It is a term that no one is sure exactly what the hiring manager means but everyone is reluctant to ask what it means.
Here is an example from one of my searches:
During the launch conversation, the Regional VP who was the hiring manager for a VP Business Development position kept saying she wanted someone she wouldn’t have to try to find on a Thursday afternoon. Have you ever heard that one? It was a new one for me!
Rather than pretend I had any idea what she meant, I asked. She responded that she wanted sales executives who she would not have to try to find on Thursday afternoon to get their sales projections. It was important to her that they keep their sales pipeline documents updated. That was a sign of a true sales professional, and she wanted a sales professional in the position. (And not even close to what I had assumed it meant!)
This gave me information about what would be important to her and it went far beyond anything in the job requirements I had received! It also gave me a short hand way to present candidates to her. By saying “This is a candidate you won’t have to start looking for on Thursday afternoon” she would instantly understand why this was a perfect candidate.
It makes a real impact when you and the hiring manager share the same language to talk about something the hiring manager really wants in a new hire. It helps the hiring manager truly get why you are excited about a candidate, and also strengthens your trusted advisor relationship with that hiring manager.
All of which mean you get: More qualified candidates, better hiring manager relationships, and faster times to fill! Enjoy!
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“The ideas on how to effectively communicate and redirect some of the behavior we experience with non-engaged hiring managers was exactly what we needed in our current high-pressure environment. It also helped us with isolating some of the issues we have due to our lack of capacity to manage relationships in a most effective manner with our hiring managers.” Vicki P, TA Manager, Avery Dennison
“It was good to hear about how the words you choose can change relationships, and how to pick words so people don’t take offense but can hear what you are saying. This is the first time I ever heard anything like this.” Andrea P, Recruiter, Avery Dennison
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| Mini Tip |
When your hiring manager says something vague like “Don’t like the candidate—didn’t blow my socks off.” DO NOT say OK and go away.
Ask some questions about what the candidate did and didn’t have that was important.
I’ve found hiring managers often cannot articulate what a sock-blowing candidate would look like. That’s why they use a fairly non-descriptive term to describe why they aren’t moving ahead with a particular candidate.
And that’s why you get a request for more and more resumes, and their assurance they will “know it when they see it.”
By asking questions, you will draw help them begin to get clear about what they are looking for and what they are reacting to with various candidates.
Saying “OK” and going away will make your life difficult. Consultative recruiters ask questions!
Go for it and let me know how it goes!
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