An open letter to all Hiring Managers

?An open letter to all hiring managers.

Over the course of my career, I wish some Hiring Managers had known the difficulties I have faced as an internal recruiter. So below, I have put an open letter to support Hiring Managers and recruiters in any business.

This letter is by no means meant to target anyone in particular but is here to serve a purpose of support.

Dear hiring manager,

?

I am writing this letter with the hope of demonstrating that recruitment involves more than just reviewing CVs, arranging interviews & conducting interviews. I want to emphasize the delicate balance we constantly strive to maintain and explain why there are times when we may drop the ball.

?

Priority roles:

We understand the significance of filling your role for you, your team, and the business. We are committed to finding a rock star candidate, but sometimes we need to follow a process to ensure that the selected candidate aligns with our expectations and can truly excel in the position. Therefore, please collaborate with us on the process, ask questions if you are uncertain, and suggest improvements rather than simply stating that the process doesn't work. Your involvement right from the start will facilitate a smoother experience for both of us.

?

Help us to help you:

Our objective is to provide you with the best possible candidate, which is why we may ask seemingly obvious questions. You are the expert in the role we are recruiting for, not us. We excel at recruitment, but not at the specific job that you and your remarkable team excel in. Please be patient and explain the needs of the role, the key performance indicators (KPIs), and the team structure. Never assume that we already know these details.

?

The business is our priority:

While we understand the urgency of your role, it is essential to acknowledge that every other manager in the business has their own urgent requirements. Sometimes, we must prioritize the overall needs of the business rather than individual preferences. It is challenging for us to convey that your role may not be as urgent as someone else's, and we may not always be at liberty to disclose the reasons due to confidentiality. Our aim is to support the business as a whole.

?

Red flag, Green flag:

Although we facilitate the recruitment process and strive to find you the perfect candidate, we are not the ultimate decision-makers. However, we can provide valuable input by playing devil's advocate. We encounter red and green flags daily, so please feel free to ask for our opinions and consider our feedback.

?

The interview:

During candidate interviews, please remember to be human. I know that you are not a robot; we have had conversations about your weekends and shared a few jokes. Show the candidate that side of you because they will be assessing whether you are the right leader for them. Moreover, imagine how you would feel with a constant back-and-forth of "question, answer, question, answer." We are not here to trip anyone up or catch them off guard; our goal is to witness the best that each candidate has to offer. Candidates are likely to be nervous, so please put yourself in their shoes and recall any bad interviews you may have had, considering how you wished to be treated. Let's strive to make it a discussion. Also, please refrain from simply reading off the CV, as we are already familiar with its contents. Let's uncover what's not on there!

?

Gambling:

Sometimes, it is unnecessary to see multiple candidates. If you provide positive feedback after an interview and express enthusiasm for a candidate, consider whether it is truly necessary to benchmark against others. We risk losing countless candidates while seeking additional comparisons. Candidates have various options, and if your preferred candidate meets your requirements, let's seize the opportunity rather than dragging them along "just in case."

?

The unicorn:

I urge you to stop searching for unicorns and consider the 80/20 rule. Look for candidates who can perform 80% of the job and have the potential to grow into the remaining 20%. This approach allows candidates the opportunity to stretch their abilities and develop professionally. They will appreciate your coaching and mentoring, leading to longer retention within the business. Unless you intend to recruit for this role again within the next 12 months, you do not need someone who is 100% perfect all the time.

?

Playing low ball:

When considering an offer, please take into account the candidate's expectations. Lowballing a candidate by offering less than their perceived value may lead to their departure when they realize they are not being fairly compensated compared to the market rate.

?

?

Thank you for taking the time to read this letter. By understanding and considering these points, we can establish a stronger partnership and work together more effectively to secure the best talent for your team and the business.

?

Sincerely,

Your Internal Recruiter