What do you do if hiring managers are not responsive to mid-career recruiters during the recruitment process?

If hiring managers are unresponsive to mid-career recruiters, initiate a dialogue to understand their challenges and expectations. Provide clarity on the recruiter's role and the value they bring to the process. Offer support and resources to address any concerns or obstacles hindering responsiveness. Collaboratively establish communication protocols and expectations to ensure smoother interactions moving forward.

On ne rappelle jamais assez l'importance capitale du briefing avant de démarrer tout recrutement. Faire le point avec le manager pour comprendre le contexte du recrutement, les enjeux et le profil recherché. A cette étape, il est nécessaire de challenger le manager : pour quelles raisons ce dipl?me est-il exigé, quelles compétences sont attendues ? que dois savoir faire le/la futur(e) embauché(e), de fa?on concrète. A chaque point évoqué dans un profil idéal on doit pouvoir répondre à la question pourquoi ? (pourquoi cette formation, pourquoi ce logiciel, pourquoi cette expérience etc...)

First, try to understand the root of the issue. Maybe the hiring managers are swamped with their own tasks or they're not fully aware of the importance of their involvement in the recruitment process. Next, don't be afraid to politely nudge them. Drop them a friendly email or give them a quick call to remind them of pending tasks or the importance of their feedback. Sometimes, a gentle reminder is all it takes to get them back on track. If that doesn't work, try to schedule a meeting or call to discuss the issue directly. Express your concerns and listen to their perspective. Maybe there are underlying issues that need to be addressed or they need additional support or resources to be more responsive.

Time blocking works well once the selection process is agreed. Having the hiring manager block out chunks of time in their diary works well for my business. Depending on the process and timeframe having chunks booked in over a four week period seems to work well if there is a reluctance to use the scheduling tool in the ATS. They always appreciate any time they can claw back if not needed as well!

The first step to improving responsiveness is to clearly communicate expectations at the outset. This involves setting up an initial meeting where you outline the recruitment process, discuss timelines, and agree on communication protocols. Make sure both parties understand the importance of timely feedback and the impact of delays on the recruitment process. Establishing these expectations early can help set the tone for the entire recruitment effort, making it more likely that hiring managers will engage promptly and effectively throughout.

To capture the attention of hiring managers, demonstrate the value you bring to the recruitment process. This can involve sharing market insights, offering competitive analysis, or presenting data on recruitment trends relevant to their industry or role. By positioning yourself as an expert who can offer more than just candidate sourcing, you make yourself an indispensable resource. When hiring managers see the tangible benefits of your collaboration, they're more likely to prioritize communication with you.

Sending regular comms on the number of applicants and the number screened keeps the manager engaged in the process. They know work is happening in the background. It also helps if you need to adjust the job title to attract candidates as you can evidence response rates.

Regular follow-ups are essential for maintaining strong communication with hiring managers. Proactively updating them on recruitment progress, challenges, and proposed solutions demonstrates transparency and accountability. Respect their preferred communication channels and timing, and gently remind them if feedback or approval is needed. Effective follow-ups foster collaboration and ensure a smooth hiring process.

Consistent follow-ups are key to maintaining engagement. If a hiring manager isn't responding, send polite and professional reminders highlighting the importance of their input for moving the recruitment process forward. Use different communication channels if necessary, such as emails, phone calls, or even brief in-person visits, depending on what works best for the hiring manager. Regular updates on the recruitment process, even if there's no new information, can keep the lines of communication open and remind hiring managers of ongoing recruitment efforts.

Seeking feedback from hiring managers about the recruitment process can provide valuable insights into why they may not be as responsive as needed. Ask them about their experience with the process, any challenges they're facing, and what could be improved from their perspective. This feedback can reveal underlying issues, such as unclear role specifications or unrealistic expectations, that may be causing delays or disengagement. Addressing these issues not only improves responsiveness but can also enhance the overall effectiveness of your recruitment efforts.

Understanding the pain point for the manager is crucial. Without this you cannot ease their situation and become just another draw on their time and energy. Businesses want a partner they trust and respect and this takes time. Lead with value.

Building rapport with hiring managers is crucial for effective communication and collaboration. Simple techniques like using their name, mirroring their body language, and expressing empathy can create a sense of trust and understanding. Finding common interests and maintaining a positive tone also fosters a more cooperative atmosphere. By building rapport, recruiters can enhance their relationships with hiring managers, leading to smoother and more successful recruitment processes.