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How do you build trust and rapport with your recruitment stakeholders?

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As a corporate recruiter, you have to deal with various stakeholders throughout the hiring process, such as hiring managers, candidates, HR, and senior leaders. Building trust and rapport with them is essential for your success and reputation. But how do you do that effectively and authentically? Here are some tips to help you improve your recruitment stakeholder management skills.

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Marc Hammer

LinkedIn Top Voice | Executive Search - Digital & Tech | Interim Management | Leadership Advisory | Board Members

1 Understand their needs and expectations

The first step to building trust and rapport with your recruitment stakeholders is to understand their needs and expectations. You can do this by asking open-ended questions, listening actively, and clarifying any doubts or assumptions. For example, you can ask the hiring manager about their ideal candidate profile, their hiring timeline, and their preferred communication style. You can also ask the candidates about their career goals, their motivations, and their feedback. By showing genuine interest and empathy, you can establish a positive and professional relationship with your stakeholders.

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Marc Hammer

LinkedIn Top Voice | Executive Search - Digital & Tech | Interim Management | Leadership Advisory | Board Members
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You′re all sitting in the same boat! Make that clear to everyone. You can support that when you emphasize the importance of aligning recruitment goals with business objectives. Understanding not just immediate hiring needs but also long-term strategic goals can significantly strengthen stakeholder relationships.

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2 Communicate frequently and transparently

The second step to building trust and rapport with your recruitment stakeholders is to communicate frequently and transparently. You can do this by providing regular updates, sharing relevant information, and addressing any issues or concerns promptly. For example, you can send a weekly report to the hiring manager about the status of the talent pipeline, the challenges, and the next steps. You can also send a confirmation email to the candidates after each interview, thanking them for their time and informing them of the next steps. By being proactive and honest, you can demonstrate your reliability and credibility as a recruiter.

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Marc Hammer

LinkedIn Top Voice | Executive Search - Digital & Tech | Interim Management | Leadership Advisory | Board Members
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Incorporate data-driven insights in your communication to build trust. Then you′re not only telling stories but really deliver data. Sharing metrics and trends about recruitment processes can foster transparency and inform stakeholders about the effectiveness of strategies being employed

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3 Deliver on your promises and commitments

The third step to building trust and rapport with your recruitment stakeholders is to deliver on your promises and commitments. You can do this by setting realistic and achievable goals, managing your time and resources effectively, and following through on your actions. For example, you can set a clear and realistic hiring timeline with the hiring manager, and stick to it as much as possible. You can also follow up with the candidates after each interview, and provide them with constructive feedback and timely decisions. By being consistent and accountable, you can show your competence and professionalism as a recruiter.

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4 Seek feedback and improvement

The fourth step to building trust and rapport with your recruitment stakeholders is to seek feedback and improvement. You can do this by asking for their opinions, suggestions, and testimonials, and acknowledging their contributions and achievements. For example, you can ask the hiring manager for their feedback on your performance, your sourcing strategies, and your candidate experience. You can also ask the candidates for their feedback on the interview process, the company culture, and the job offer. By being humble and open-minded, you can show your willingness to learn and grow as a recruiter.

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Marc Hammer

LinkedIn Top Voice | Executive Search - Digital & Tech | Interim Management | Leadership Advisory | Board Members
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Create a structured feedback mechanism post-recruitment to gather insights from hiring managers and candidates. This feedback can be instrumental in refining and improving the recruitment process

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5 Appreciate and reward

The fifth step to building trust and rapport with your recruitment stakeholders is to appreciate and reward them. You can do this by expressing your gratitude, recognition, and praise, and offering incentives, referrals, or other benefits. For example, you can send a thank-you note to the hiring manager for their collaboration and support, and congratulate them on their new hire. You can also send a congratulatory email to the candidates for their acceptance of the offer, and welcome them to the company. By being generous and thoughtful, you can show your respect and value for your stakeholders.

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6 Build long-term relationships

The sixth and final step to building trust and rapport with your recruitment stakeholders is to build long-term relationships with them. You can do this by staying in touch, providing ongoing support, and creating opportunities for future collaboration. For example, you can check in with the hiring manager regularly, and offer your assistance with onboarding, retention, or succession planning. You can also check in with the candidates periodically, and offer your guidance with career development, learning, or networking. By being loyal and supportive, you can show your commitment and care for your stakeholders.

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7 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?

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How do you build trust and rapport with your recruitment stakeholders?

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3

4

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1 Understand their needs and expectations

2 Communicate frequently and transparently

3 Deliver on your promises and commitments

4 Seek feedback and improvement

5 Appreciate and reward

6 Build long-term relationships

7 Here’s what else to consider

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