Here's how you can effectively communicate with hiring managers using assertiveness.

Before communicating with hiring managers, I advise to gather relevant information about the job position, company culture, and your own qualifications & achievements. Being well-informed will help you communicate confidently and assertively.

????I'd like to think most Hiring Managers know TA members are the "experts" in search and selection. However, some hiring managers need proof of expertise. Here's my approach: ?? Analyze their previous hires (companies, profiles, skills). ?? If there is a JD, understand it: select a few example candidates from a quick search, ensuring profile variation. ?? Enter the meeting with strategies for finding candidates similar to their previous hires and ask for their opinions. ???? Request assistance: "Help me do a great job for you" and ask questions to refine the candidate pool. ?? Happy hunting! ?? Keep them informed! ??????Become their friend if at all possible! It always helps!

Preparing the facts is so important. The quickest way to loose trust is to not have the relevant information needed or even worse, not have simple details about a candidate or the market. I recently attended a LinkedIn training that showed us how to leverage Talent Insights through the platform. I found this to be a great way to share data over available talent with regard to a specific criteria.

Information is key. I particularly enjoy connecting the dots between why hiring managers need to hire a specific person and what the biggest problems are, based on their past experiences. By bridging these gaps with data and insights gathered on candidates, I can provide hiring managers with a clearer understanding of why a particular individual is the right fit for the role.

When communicating with hiring managers, assertiveness is crucial yet balanced with professionalism. Research the role and company, then communicate clearly and directly, showcasing confidence in your abilities. Highlight relevant achievements and ask thoughtful questions to demonstrate interest. Set boundaries regarding availability and preferences, while remaining flexible. Follow up promptly and gracefully handle rejections. Assertively inquire about the application status if needed, maintaining respect throughout the process.

?? Clearly define what you want to achieve from the communication. Whether it's scheduling an interview, negotiating salary, or discussing job responsibilities, having clear goals will guide your conversation and help you stay focused.

- Having a goal before doing call conversation with manager, ask directly what you are seeking to know whether about salary, or approval of candidate. - It will show, you are valuing the manager time and focusing only on results.

Taking notes helps me understand what hiring managers value and expect. It sounds simple, but it can be overlooked sometimes during an active conversation. Remembering every detail eventually promotes empathetic communication and trust. I personally received positive feedback on remembering all the details. ??

Most of the stakeholders push for immediate hires while India has a 30-90 days notice period concept. Being in the stakeholder and current market scenario ,recruiter should give their best to close the roles at the earliest considering the urgency of the role. Plan mutually to review the pipeline of applicants,seek their support and make them walk through the journey helps you boost the hiring and closing the role. Timely 1:1 with hiring managers helps to understand the progress of the hiring, find ways to beat the challenges and make it a win-win situation for both recruiter and Hiring Managers.

Its important to understand what the hiring manager is looking for and what obstacles they've encountered in the past. When you ask them clarifying questions, to understand their perspective, it can help create more open dialogue between you and the hiring manager. For example: Had a candidate for an open role, sent to the hiring manager for review. The manager said the individuals information did not show any experience of a component of the role. I asked for clarification around that component and was given a 5th grade reading level explanation. Now I have a better understanding of the role and the importance of that element, resulting in a positive partnership with the hiring manager.

When expressing your needs or concerns, use "I" statements to take ownership of your thoughts and feelings. For example, instead of saying, "You didn't provide enough information," say, "I feel uncertain because I need more information."

Using "I" statement should sound like you are there for the stakeholders to handle the requisitions and it's challenges as you are experienced in the Indian recruiting Market . Mostly I statement helps when you have the gut feeling about the right talent and management is having their own doubts. I statement mostly is like-- I believe in my intuition_ as per my experience and market knowledge and I prefer to stand for this profile(selling the profile to the hiring manager) with logical reasons of course.

- If want to win trust of employer or manager, use "I" to take ownership instead of us or you. - example can be "I believe this candidate aligns well with job requirement" instead of "You are not seeing why this candidate is perfect for the role".

Employing "I" statements is vital for assertive communication with hiring managers. By taking ownership of opinions without assigning blame, individuals can foster positive interactions. For instance, articulating beliefs about a candidate's alignment with job requirements promotes constructive dialogue. This approach minimizes defensiveness, encouraging collaborative discussions that lead to effective hiring decisions.

Let's make our discussions more data-driven. Together, we'll brainstorm a comprehensive list of potential steps to take with the hiring manager. Then, as we go through each item, we'll delve into the pros and cons, ensuring a thorough evaluation. This collaborative process not only addresses the imminent challenges but also fosters a sense of shared commitment from the hiring manager.

Most of the global stakeholders hardly aware of the Indian hiring process or have minimal knowledge about Indian Market. Recruiter should thrive to their best to educate them and at the same time have all the relevant data of past hiring and current progress of hiring on their requisitions and set realistic expectations of the Turn around time to close the positions. Fostering frequent conversations on the candidates loop and make adjustments towards closure of the role should be from both the ends. This builds a trust and good will will stakeholders which helps them to further recommend you to hire for the same positions.

It can be tricky sometimes.We, as recruitment partner and headhunters, we might see the talent pool differently than the what the hiring manager envisions it . But It's not just about pointing out the mismatch, it's about finding the best solution together.Our ultimate goal is to find the perfect match for the role. And to achieve that, we bring different perspectives to the table. We share insights from similar industries, case studies that showcase successful approaches, and even draw on experiences from our past projects thus helping the hiring manager take informed decisions about the best suited hiring strategy. Solutions have to be backed by solid market intelligence and data on talent landscape.

I agree that offering solutions when communicating with hiring managers showcases proactive attitude and enhances credibility as a strategic partner in the hiring process. Instead of merely highlighting issues, present actionable recommendations that address the root cause. For instance, if a candidate pool lacks diversity, I suggest targeted outreach strategies or partnerships with organizations that can help broaden the applicant base. This approach not only reinforces problem-solving skills but also aligns my efforts with the company's goals, fostering a collaborative and productive relationship with hiring managers.

- Have a open communication with hiring manager related to the role and requirement along with what facilities we can provide. - Work as a team that's how you will be able to think/understand from both side as per recruiter and manager prospective.

First, it's important to recognize that the hiring manager and the recruiter are partners working towards a shared goal: hiring the best culturally fit candidate and filling the open position. In my view, setting expectations in advance and clarifying any potential miscommunications are crucial. Understand the hiring manager's expectations and communicate clearly with data. Don't hesitate to share your thoughts and make logical recommendations. Being assertive involves having thorough knowledge and understanding of the process, allowing you to present your points positively and calmly without being aggressive or insulting to others.