How do you collaborate and communicate with hiring managers and stakeholders during the recruitment process?

1 Define the hiring criteria and process

Before you start sourcing candidates, you need to have a clear and aligned understanding of the hiring criteria and process with the hiring manager and other stakeholders. This includes the role description, the skills and competencies required, the salary range, the timeline, the interview steps, the decision makers, and the evaluation methods. You can use a job intake form or a kickoff meeting to gather this information and discuss any questions or concerns. This will help you create a realistic and consistent hiring strategy and avoid any confusion or misalignment later on.

2 Communicate regularly and proactively

Communication is key to maintaining trust and rapport with the hiring manager and stakeholders. You should communicate regularly and proactively throughout the recruitment process, using the preferred channels and frequency of each stakeholder. For example, you can send weekly updates on the candidate pipeline, the sourcing challenges, the interview progress, and the feedback received. You can also schedule regular check-ins or calls to discuss any issues or changes that may arise. You should also communicate clearly and promptly any delays, problems, or risks that may affect the hiring process or outcome, and propose solutions or alternatives.

4 Involve and empower stakeholders

One way to foster collaboration and communication with the hiring manager and stakeholders is to involve and empower them in the recruitment process. You can do this by asking them to contribute to the role description, the sourcing strategy, the interview questions, or the candidate assessment. You can also invite them to participate in the interviews, either as panelists, observers, or evaluators. By involving and empowering stakeholders, you can leverage their expertise, insights, and perspectives, and make them feel valued and engaged in the hiring process.

5 Align on the offer and negotiation

The final stage of the recruitment process is to align on the offer and negotiation with the hiring manager and stakeholders. This involves agreeing on the salary, benefits, incentives, start date, and other terms and conditions of the offer. You should also discuss the negotiation strategy, the counteroffer scenarios, and the backup options. You should communicate the offer and negotiation process to the candidate clearly and confidently, and address any questions or concerns they may have. You should also follow up with the hiring manager and stakeholders until the offer is accepted and signed.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?