When your team's feedback on recruitment pulls you in different directions, it's key to find a balance. To navigate this challenge:
- Evaluate the urgency of each role. Prioritize positions that are critical to operations.
- Create a standardized feedback process. This ensures all voices are heard and considered systematically.
- Consider a trial period for new hires. This allows assessment of fit without long-term commitment.
What strategies have worked for you when dealing with mixed feedback in recruiting?
Manage expectations. You need to lay out different recruiting strategies knowing most people have no idea what’s involved in recruiting, much less proper recruiting (not posting). You need to underpromise and overdeliver and map out a timeline for your different approaches and the pros and cons. Does your hiring manager have a streamlined process with really good feedback loops? Are you paying market average or great? Are you looking for someone from a direct competitor or anywhere? If you have target companies, that means you have to take action and headhunt all former and current employees there and identify all other relevant related companies. Will you ask for time to line up and interview 100 people or 10? Map the options.
Quality candidates stay and get promoted. If you just need a body in the seat, it will guarantee turnover. Set weekly meetings and over communicate with the hiring managers. Send the resumes that you screened out , if they really push you for results. Some managers just need to see resumes even if you have screened them out.
Quando o feedback da equipe sobre recrutamento diverge, encontrar um equilíbrio come?a com a defini??o de prioridades claras. Focar em posi??es críticas para a opera??o ajuda a guiar decis?es com mais precis?o. Implementar um processo padronizado para coleta de feedback também garante que todas as opini?es sejam levadas em considera??o de maneira justa. Além disso, a op??o de um período de teste para novas contrata??es oferece flexibilidade, permitindo avaliar o ajuste ao time antes de um compromisso definitivo. Essas abordagens ajudam a navegar por feedbacks mistos de forma estruturada e eficiente.
Navigating conflicting feedback between speed and quality in recruiting requires open communication and alignment with your team. Start by understanding each team member’s concerns and priorities, then focus on the bigger picture—what’s most critical for the business. Encourage compromise by identifying non-negotiables for quality while finding ways to speed up less crucial steps. Establish a transparent process where everyone feels heard, and agree on clear criteria that balance both speed and quality. Keeping the end goal in mind and fostering collaboration ensures the team moves forward with a unified approach.
Urgency & priority are key... if everything is an emergency, than nothing is an emergency. Nursing shortage at a clinic that's on the verge of losing their licensure--that's an urgent hiring need! A Director putting pressure on you to fill every vacancy across their division before the end of Q4 because they want to prioritize the hiring budget for next year--not an urgent hiring need! It's a recruiter's responsibility to make sense through the smoke (because some hiring managers always say their hiring needs are fire-type-emergency)!