Use Data to Build Better Relationships with Hiring Managers
Let’s talk about hiring managers. You know, those crucial partners in crime—or in hiring, rather—who make or break a recruiter’s day. Welcome to the sixth installment of our eight-week series on 8 Strategies to Improve Your Recruiting Process. Today, we’re tackling how to use data not only to build better relationships with hiring managers but to make the hiring process smoother, faster, and dare I say, enjoyable.
By leveraging data effectively, you can gain credibility, align expectations, and foster a true partnership with hiring managers. Because let’s face it, no one wants to play “guess what I’m thinking” when there’s a critical role to fill. Ready to turn hiring managers into your biggest allies? Let’s get started.
Why Data is Your Secret Weapon
Let’s be real—working with hiring managers isn’t always easy. Sometimes, you feel like a mind reader trying to decode what “I want someone who’s a team player but works independently” actually means. That’s where data comes in. It’s not just numbers; it’s your translator, your backup, and your proof that you’re not just winging it.
Data lets you align on priorities from the start. Whether it’s average time-to-fill metrics, sourcing channel success rates, or market insights, bringing hard facts to the table shifts the conversation from subjective to strategic. And when hiring managers see you’re coming prepared, they’re more likely to meet you halfway.
Set the Stage with Market Insights
One of the most effective ways to kick off a search is by providing hiring managers with a clear picture of the talent market. Think of it as setting the stage before the performance begins.
Start with salary benchmarks, skills availability, and competitor analysis. For example, if the role they’re hiring for is in high demand, let them know upfront. “The average time-to-fill for senior engineers in our market is 55 days. If we can streamline our interview process, we can improve our chances of securing top talent.” See? You’re not just the messenger—you’re the strategist.
Pro tip: Use visuals like graphs or charts. Nothing says “I did my homework” like a slick report that’s easy to digest. Just don’t overdo it. You’re here to impress, not confuse.
Turn Intake Meetings Into Data-Powered Strategy Sessions
Let’s talk about intake meetings. You know, the ones where you try to pin down exactly what the hiring manager is looking for. These meetings can feel like a black hole of vague requirements if you’re not careful. But with data, you can turn them into productive, strategy-packed sessions.
Bring data on past hires for similar roles—what worked, what didn’t, and why. For example, “Last time we filled a similar position, candidates with X skill set performed better in interviews than those with Y skill set. Should we prioritize X this time?”
By grounding the conversation in data, you move from “order taker” to “trusted advisor.” And when hiring managers see you’re invested in their success, they’re more likely to trust your expertise.
Use Data to Manage Expectations
Ah, expectations. The bane of every recruiter’s existence. Whether it’s unrealistic timelines, impossible wish lists, or a lack of urgency, managing expectations is half the battle. And guess what? Data is your ally here, too.
If a hiring manager wants to hire a unicorn (you know, someone with 10 years of experience in a technology that’s been around for five), use data to gently bring them back to reality. “Based on our market analysis, candidates with these qualifications are extremely rare. Let’s prioritize the must-haves and consider trade-offs for the nice-to-haves.”
It’s like being the voice of reason but with receipts. And when the hire takes a little longer than expected, you’ve already set the groundwork for why that might happen.
Keep Communication Consistent
Building trust with hiring managers isn’t just about the initial meeting—it’s about what happens throughout the process. Regular updates backed by data keep everyone on the same page and reduce those dreaded “What’s the status?” emails.
Use your ATS or CRM to track and share metrics like:
And here’s the kicker: Don’t just share the data. Explain what it means. “We’ve screened 20 candidates so far, but only three align with the qualifications we discussed. Here’s what we’re seeing in the market and how we can adjust.”
Handle Feedback Like a Pro
Hiring managers aren’t always thrilled with the first round of candidates you present. And that’s okay—it’s part of the process. The key is to use their feedback to refine your strategy, not to take it personally.
If a hiring manager says, “None of these candidates are the right fit,” ask why. Then, turn that feedback into actionable next steps: “Based on what you’ve shared, it sounds like we need to prioritize candidates with more leadership experience. I’ll adjust our sourcing strategy accordingly.”
By using data to track and implement feedback, you show hiring managers that you’re not just listening—you’re adapting.
Build Long-Term Partnerships
The best relationships with hiring managers go beyond individual roles. They’re about building trust over time, so when a critical position opens up, they know you’re the person who’ll get it done.
Use data from past searches to improve future ones. For example, “In the last three roles we filled together, candidates from X sourcing channel were the strongest. Let’s focus there for this next role.”
These small insights add up, showing hiring managers that you’re not just solving today’s problem—you’re setting them up for long-term success.
Wrapping Up
Using data to build better relationships with hiring managers isn’t just about crunching numbers—it’s about fostering collaboration, trust, and alignment. When you bring data to the table, you shift the dynamic from reactive to proactive, making the hiring process smoother for everyone involved.
So, the next time you sit down with a hiring manager, bring your data, your strategy, and maybe even a sense of humor. Because while hiring may not always be easy, a strong recruiter-hiring manager partnership can make it a whole lot more rewarding.
Have an amazing Tuesday!