The Fault is in the Stars: Rethinking the Blame Game in Recruitment

Recruitment is one of those jobs that everyone thinks they understand but few truly appreciate. Often, when a hiring process goes awry, fingers point quickly—either at the recruiter for not delivering the perfect candidate or at the hiring manager (HM) for being indecisive or overly demanding.

But here’s the truth: the fault is rarely with just one party. Recruiting is not a solitary endeavor; it’s a team sport. And like any good team, success depends on clear communication, shared goals, and mutual accountability.

Recruiters: Not Just Order Takers

Let’s bust a myth right here—recruiters are not order takers. We’re not here to simply grab a job description, disappear into the void, and return with a magical shortlist of perfect candidates. A recruiter is (and should be) a key business partner, playing a strategic role in identifying and securing top talent.

This can only happen when the recruiter and the hiring manager work together as a team. When that partnership clicks, it’s like finding the hidden gem everyone dreams of. But when it doesn’t? Well, that’s when frustrations arise.

The Hiring Manager’s Role in Recruitment

A successful recruitment process starts with an engaged and committed hiring manager. Here are a few ways HMs can make a big difference:

The Intake Meeting

The intake meeting isn’t just a formality—it’s the foundation of the entire process. During this meeting, the HM should provide detailed insights about the job, the team, key responsibilities, potential clients, and any specific requirements. Are there non-negotiables? Areas where flexibility is possible? The more a recruiter knows upfront, the more effectively they can evaluate candidates.

Ongoing Availability

Questions don’t stop after the intake meeting. A recruiter may need clarity on a CV, input on the candidate pipeline, or guidance on specific skills. The HM’s availability to address these queries makes the process smoother and faster.

Timely Feedback

Imagine this: a recruiter sends over a promising CV, and… silence. Days turn into weeks, and momentum is lost. For candidates, this is frustrating. For recruiters, it’s a momentum killer.

The golden rule? Provide feedback within 48 hours—whether it’s about scheduling interviews or making hiring decisions. Quick responses not only keep candidates engaged but also ensure the process stays on track.

Pre-Agreed Process

“Just go with the flow” might work for a spontaneous road trip, but it’s a terrible recruitment strategy. Before starting, align on the process: how many interview stages, who will be involved, and the timeline. Clear expectations save time, reduce confusion, and create a better experience for everyone.

Trust Your Recruiter’s Expertise

When a recruiter tells you that your salary range isn’t competitive or your expectations for a "unicorn candidate" are unrealistic, listen. Recruiters are in the market every day; they know what works and what doesn’t. A little trust goes a long way in attracting the right talent.

Recruitment: A Partnership, Not a Transaction

At the end of the day, recruitment isn’t about placing blame; it’s about building a partnership that gets results. Both the recruiter and the hiring manager play essential roles, and when they collaborate effectively, great things happen:

The recruiter learns the nuances of the role and team, making future searches faster and more accurate.

The hiring manager gets access to high-quality candidates who are well-aligned with the role.

Candidates feel valued and respected, leaving a positive impression of the company—whether they’re hired or not.

My Experience at DXC: Building Strong Partnerships

During my time at DXC, I had the opportunity to recruit for various IT profiles across different service lines and teams. My primary focus was on Consulting, where I could truly invest the time in getting to know the teams, their roles, and the hiring managers.

Building trust was key. The hiring managers were open to educating me about their business needs, challenges, and goals. This collaborative approach transformed the recruitment process. Their willingness to partner with me made it possible to achieve amazing results. Over time, I reached a point where, after just a few minutes of speaking with a candidate, I could already see where they might fit within the organization.

This experience underscored the value of strong recruiter-hiring manager relationships. It taught me how much can be accomplished when both parties are committed to a common goal. I am grateful for the time I spent there and for the relationships we built, which not only brought success but also helped me grow professionally.

The Bottom Line

Recruiting is hard. It’s a process filled with complexities, high stakes, and (let’s be honest) a fair share of stress. But when recruiters and hiring managers work together as true partners, they can achieve something incredible: building teams that drive success.

So, the next time things don’t go as planned, don’t let the blame fall to the usual suspects. Instead, ask: How can we improve this partnership?

Because in recruitment, as in life, the best results come from working together.