Talent Acquisition Partnership - How Recruiters and Hiring Managers Can be Partners in Growth

Foundation of a Successful

Partnership

Hiring managers and talent acquisition

professionals work as a team. Each person

brings unique skill and talent to the table.

Hiring manager expects a recruiter to be a

stunning colleague to them. This means they

not only need to source, engage, evaluate, sell

the opportunity, and get the talent on-board

but also be amazing talent acquisition business

partners. And it’s their job to turn every hiring

manager into a recruiting champion. In this

partnership, each partner puts in lots of efforts

to make it successful. The foundation of a successful partnership

is mutual trust, loyalty, and a constant flow of

communication. What if hiring managers and

recruiters start sourcing together, engaging

together, and working post-offer engagement

activities together? At Snapdeal, we work in

the same way. There are no such things as it’s

your role or my role. We work as a team and as

a talent acquisition partner, we genuinely care

about the success of every hiring manager we

are working with.

7 Rules of a True TA Business

Partnership

Work Together to Find the Right Talent

Hiring managers can start connecting and

approaching talent with recruiters passively.

For instance, they can come up with top 10

profiles from their connections on LinkedIn.

Set the expectation that it’s their job to source

as well close a particular position.

Ask Questions

A hiring manager is like a teacher for the

recruiters. So ask them as many questions as

you can about a profile or a candidate. Without

knowing much about the company or product,

you can’t sell the job to the best talent available

in the market. If you don’t know much about

the team you are hiring for, how are you going

to discuss and engage the candidate?

Give Feedback and Advice

Remember - recruiters have people talent, so

their opinion matters. Their ability to evaluate

the strength and weakness of a candidate is

stronger than the hiring manager, who is a

subject matter expert in his/her own areas.

Recruiters are always afraid to disagree with

the evaluation of a hiring manager because

they feel they don’t understand the depth of a job description. However, they tend to forget

that they are the ones who have hired so many

rock stars for the same team before.

Raise the Bar

If your hiring manager finds a candidate good,

being a recruiter, you can always motivate him/

her to walk away. Our ability to differentiate

between good and better is phenomenal.

Recruiter Brings Value

Engaging the passive candidate for a longer

period and always keeping an eye on potential

hires brings value. This means recruiters put

lots of efforts to get the right talent on board.

With the strongest reference check, a recruiter

can help his hiring manager make a decision.

Engaging Leaders

Recruiters are invaluable for hiring managers.

They have the opportunity to give market

insights to business leaders. They can

encourage business leaders to blog, tweet,

and post on social media to build an impactful

brand. They can make recruiting fun for them.

Believe in Yourselves

Recruiters must believe in themselves. They

can be the game changers by bringing the

best talent on board. They have that incredible

values to add to the company they’re working

for. Without a great recruiter, organisations

can’t really get to the next level.

Hiring the best talents takes the top minds

to work together right from selecting the

candidate to engaging them post-offer. Neither

recruiters nor hiring managers can accomplish

this alone; both must work in tandum.