How do you balance the needs and preferences of multiple hiring managers for the same role or team?

From my personal experience you have to go with the flow and operate under the path of least resistance. Those HM's that are fully committed to the process and act on the advice they're given will surpass those that don't. Once you have gained momentum with delivering HM's requests and fulfilling their needs, you can then revruit them as allies and the output will typically gain you momentum with the HM's that were resistant.

I always recommend setting up an intake meeting with a new hiring manager so you can discuss the structure of interviews, timeline for filling the position, what they look for in candidates, communication preferences, etc!

As per me, its important to have multiple work skill set which makes us versatile. Building trust with hiring managers or stakeholders helps in balancing the needs while recruitment process. A great calibration and understanding hiring leaders needs can make a recruiter stand out by managing multiple jobs at the same time.

What I find helpful is gaining trust and building good relationships with your hiring managers and the team(s) you hire for/support. Hiring managers become more receptive and fluid.

Some questions I would add here are "what is the business impact if this person isn't hired?", "who is currently taking on these responsibilities?" and "what will you have expected this person to have accomplished in their first 60, 90 days/ 6 months?" This will help set a clear picture for more tangible qualities to be looking for in a candidate based on things that are a bit more quantifiable. Of course, as other contributors have said, relationships are key so figuring out what each manager gets excited about/ doesn't get excited about in a candidate will help you sell more effectively and navigate potentially tricky waters!

Communicating consistently on where we are at the in process and how quickly we need to move to meet the target hiring date is key. Also, aligning on what is actually urgent and what is not so that urgent roles are being prioritized. Weekly calls are vital as well as a quick ping to keep the momentum up - not only for us but for the candidates too.

Communicating regularly with HMs is key. Most recruitment activities are happening behind the curtains where the HMs are not aware of. Don't leave them in situations wondering why they haven't received any resumes for consideration, meanwhile you are working so hard at the early stages screening candidates.

I think the biggest thing is setting clear expectations on the front end and to educate hiring managers on any data/information that they may not be familiar with whether it be what the market is paying for a particular skillset or how something like cost of living in a certain area could affect attracting talent to a job posting. If this is done in the initial conversation/req intake it saves the recruiter the time of having to chase down the hiring manager to relay this feedback after prescreening a few candidates and can really be the difference in closing a candidate. The more efficient your process is and the more in tune with the market you are, the better chance you have at landing top talent.

One thing I have found helpful here is setting clear SLA's from the beginning. For example, resume feedback within 48-72 hours, agreeing to it in a phone call and then putting it in a follow up email. When you pitch your services with everything that comes with your "price" and you're saying things like we can send resumes in X amount of time, I think it's perfectly fair to say if I give you X, then I need you to give me Y in return. Additionally, I find that sprinkling in some non-work related conversation helps keep you in the front of their mind and starts to build that all important relationship! (think: restaurant/travel recs, sports, etc)

Step two involves keeping everyone on the same page. Make sure to communicate clearly, share updates, and encourage input from all involved, just like a team huddle. Whether it's through email, chat, or project software, use these tools to ensure everyone stays informed. It's about being open and transparent, ensuring there are no unexpected surprises or miscommunications.

An informative scorecard system is the ultimate way to maintain a cohesive interview process. I made a great one for my business, reach out if you want a copy!

In the past, interview training for hiring managers has led to great results. Most hiring managers could benefit from having a brush up on interview dos and dont's. It can result in a positive candidate experience and ensure there's minimal bias in the hiring process.

If there is an opportunity for hiring managers to come together as a "hiring panel" it is a win-win for everyone. It's a win for the candidates, because they get exposure to multiple hiring managers. It's a win for the hiring managers, because they will see more candidates. It's a win for the recruiter, because great candidates are getting exposure, and hiring managers are seeing more talent.

Bringing in objectivity/consistency is the best way you can manage multiple hiring managers with different expectations. A starting point can be carefully laying out two very important sections in a Job description - - Roles and responsibilities - Requirements/Qualifications A lot of discussions can then rely on these parameters instead of having to and fro with changing expectations.

Establishing a consistent and fair process is key when balancing the needs and preferences of multiple hiring managers for the same role or team. Start by defining clear criteria and requirements for the role, and establish a standardized screening and interview process that all candidates will go through. This can help ensure that every candidate is evaluated based on the same criteria, reducing the risk of bias or inconsistencies. Involve all hiring managers in the development of the process to ensure that their needs and preferences are taken into account. Regularly review and evaluate the process to identify any areas for improvement and ensure that it remains fair, consistent, and effective over time.

You need to earn the hiring managers respect and trust, through your passion. Mine is Technology. Giving recommendations to hiring managers, is the key to building that relationship. If you don't agree with something then don't just say "Yes" back up your statement with either Data/feedback from the candidates prospective. Many times, I have been able to win over hiring managers, based on using candidates feedback and data. Be the expert in your field and also help educate the hiring managers!

Seeking consensus and compromise should be done much earlier in the process than implied here. If you are able to establish a mindset of collaboration and compromise early on, you will be ready able to set up your candidates for success. Please don't use the first few presented candidates to gain a better understanding of the HMs needs. This is a waste of time for everyone!

Recruiters, don't be afraid to have a voice at decision-making time! If the hiring team is on the fence about a candidate and it feels like a "not inclined" decision is coming, speak up. As the article suggests, use data and other evidence to support why it's worth giving the person an chance. As long as your points are made professionally and respectfully, you will add value to the process and elevate your standing with the business.

It's important to create an atmosphere where different viewpoints are valued and considered. Additionally, data-driven decision-making can be a powerful tool in building consensus. Providing concrete evidence and insights can help hiring managers understand the rationale behind recommendations and make more informed choices. This collaborative approach can lead to better hiring outcomes and a stronger partnership between HR and hiring managers.

Multiple stakeholders means multiple perspectives and stakes in the hiring outcome. Get everyone involved in those key discussions which occur throughout the recruitment process. You can't seek consensus and compromise if you don't know whats important to all the parties involved.

I would not be able to do my job without the constant support of my team and hiring managers. Appreciation goes such a long way - especially when hiring managers are so busy and they’re taking the time to work with you to find the ideal candidate to fill out their team.

Try and empathise with the HM's position. Clearly, they are short staffed if recruiting - an immediate pressure and there might be additional external (e.g. boss wants stuff done) considerations.

Constant communication throughout each phase of the hiring and recruitment process is critical for success! Hiring Managers need to know the state of the market and candidate feedback so they can, ideally, update their approach when needed. Candidates need to know the timelines and expectations so as to improve the overall candidate experience. As a Recruiter, getting detailed feedback is critical to the search success. We can always recalibrate the search as needed but without feedback, it makes the job search that much longer and results in a less than positive experience for everyone.

Communication is always a key when working as a team and so is transparency. Be open if the requirements of one person clash with those of another, but also listen to what everyone has to say. Every hiring manager comes from their own experience and even if we don't understand it in the recruitment world there is logic. Always provide feedback on how that translates in our world and prize people for having good strategies.

Being honest with what is not working is so valuable. No one is perfect, but when you can identify bottlenecks in the process you can work towards a more seamless hiring in the future. There’s nothing worse than someone who thinks they never do anything wrong…growth stems from being uncomfortable.

We host "Learning from Experience" meetings for both successful and failed campaigns with our hiring managers. These meetings allow us to highlight the actions that provided results, and the areas we can improve on for next time.

After the hiring process, conduct a retrospective with the hiring managers to discuss what worked well and what could be improved. Use this feedback to refine your approach for future hiring situations.