How do you handle unrealistic or changing expectations from hiring managers?

Understanding hiring manager's needs is about understanding the deep rooted iceberg beneath it. My 3 Cents: 1.Understand the business well (try to gage interest in hiring manager's point of view). 2. Bang on open communication with business / Hiring manager. 3.Strategize the techniques by doing open communication , slight negotiation and coming to the common page of driving a solution to unrealistic need.

You need to understand the depth of the manager’s experience in hiring. It is also helpful to know how their past hires have fared. Some of the most confident hiring managers have the least experience.

In handling unrealistic or changing expectations from hiring managers, my approach is threefold: Open Communication: Establish a dialogue to understand the root of these expectations and clarify what's achievable. Education: Share insights on current market trends and the talent landscape to help realign expectations with reality. Flexibility and Adaptation: Swiftly adjusts to new demands while maintaining a realistic outlook to ensure successful placements. It's a blend of clear communication, market education, and agile adaptation that helps navigate these challenges effectively.

It is important to have a weekly or biweekly meeting with the hiring manager in addition to necessary communication via chat or email. This will help to keep everyone on the same page and ensure that expectations are being met. If something has unrealistically changed, it is important to have a meeting as soon as possible to go through the implications of the changes or to avoid any further delays in the hiring process.

Yes, you need to understand what the hiring manager wants learn more about previous experience in hiring and taking part in the recruitment process, and guide them.

I've found that when overseeing a particularly tough assignment, doing market research either through collaborating with professionals in and out of your network, or online research can give key insights for Hiring Managers to either; 1) Understand the challenges that are going to be faced with their requirements. 2) What needs to change to make the position/hiring process more achievable. 3) A better understanding on the key requirements that are needed and can communicate this to the appropriate parties. It's like the old saying, "if you fail to plan, you plan to fail" and this can make the difference between a tough and slimline recruitment process.

You need to be a hiring manager business partner at that point show your expertise and give alternatives. Always remember that they might not know and you need to know which part is missing.

In my experience, trade-offs are crucial. Often times, hiring managers want to work off of a perfect list of skills and behaviors to find a candidate. As recruiters, it’s our job to set expectations early and often about what is realistic in terms of the candidate market. I’ve found that the earlier you can identify an opportunity to discuss trade-offs, the more you’ll be appreciated as the hiring expert that you are.

Clear set communication from the beginning helps and being a partner helps you to disagree and explain, you are their trust person in recruitment. You both have one goal to find the best fit.

I find it very helpful to set weekly recurring meetings with your hiring manager where you reaffirm the qualifications and competencies you're searching for. Don't be afraid to have courageous conversations where you directly address changing expectations. Educate your hiring manager on the increased cost and timeline of constantly shifting compentencies/priorities.

Once a recruiter finds a process that works for them, management criticisms should be tested for viability within your system. It the recruiter find the feedback viable, process improvements should be made. If not, the recruiter should attempt to educate the manager about ways a pivot may negatively affect the overall effort.