As a talent acquisition professional, the success of the recruitment function is your responsibility. But you’re not the only piece to the puzzle. The final decision of which candidate gets an offer is often left up to the department’s hiring manager. How can you ensure hiring managers are making the best talent acquisition decisions for the company overall? After all, you’re accountable for ensuring a high quality of hire and maintaining low turnover rates.
Because hiring managers have the technical expertise to determine if a candidate has the skills to do the job, they are tasked with interviewing for the open position. But they may not have the expertise that you have in performing some of the recruitment functions. Or, they may not be looking at the entire talent acquisition picture to make the most effective decision.
Helping hiring managers make better decisions goes beyond ensuring they understand any potential compliance matters or partnering with them to create interview guides. Conducting regularly scheduled hiring manager training sessions on a variety of recruitment topics will allow them – and YOU – to feel confident in their hiring decisions.
Here are some ideas to get you started.
- Behavioral-based interview questions: Hiring managers must understand that candidates need more than the technical credentials to perform the job function. On paper, anyone can make themselves seem like the top choice, but the interview process is the time to dig deeper and get to know their personalities. It’s critical that this be built into hiring manager training and evolve based on workforce changes and trends.Instead of asking questions that lead to the candidate talking about specialized education or the four years’ experience they have in a certain position, ask how they would behave in certain situations. An example of this is, “Describe a time when you were faced with a fast-approaching deadline and you realized you couldn’t possibly get the work done in time yourself,” or “Tell me about a time when you disagreed with your manager about how you should approach a work project, and how did you deal with it?” This will give hiring managers more insight into how the candidate would behave in the workplace and will allow them to gauge culture fit.
- Diversity breeds innovation: Less experienced hiring managers can lean on traditional education credentials and exact-match work experience to select top candidates. But this can lead to a team with little diversity – in backgrounds and experience – which doesn’t help foster an environment of innovation or inclusiveness. Show hiring managers that candidates who don’t have the same resume as others on the team can be an advantage. Those who come from different industries or different regions will bring ideas to the table that have never been mentioned in a brainstorming session before. These candidates will challenge the status quo and breathe new life into departments and the organization. Giving hiring managers some ways to parallel non-traditional candidates’ experience to the job at hand will help them see the potential.
- Onboarding as part of the candidate experience: Make sure hiring managers understand that the interview process is a two-way conversation and they should be building personal relationships with the candidates – whether they end up making an offer to them or not. We know a positive candidate experience – with successful and unsuccessful candidates – goes a long way in the vein of reputation and referrals. And giving candidates individualized attention during the hiring process helps them get excited about the company and the prospect of working with you, without the knowledge share being employment branding boilerplate. To take this a step further, pair up a candidate with someone already on the team and encourage them to ask questions and get a feel for the work environment. If the candidate ends up being a hire, this relationship can continue as they start working with the team. Peer mentorship is an ideal way to integrate new employees and make them feel welcome; it also has the bonus of increased retention rates.
The topics you can add to the hiring manager training agenda are endless. Be sure to hold regularly scheduled sessions so these employees are ready whenever the need arises to hire for their teams.Survey hiring managers to gain more ideas; they’ll likely be thankful you’re asking.
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