Strengthening the Recruiter and Hiring Manager Relationship: 5 Steps to Becoming Strategic Business...
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Transcript of Strengthening the Recruiter and Hiring Manager Relationship: 5 Steps to Becoming Strategic Business...
© 2014 CareerBuilder
© 2014 CareerBuilder
5 Steps to Becoming Strategic Business Partners
© 2014 CareerBuilder ► 2 ◄
Today’s Speakers
Keith HadleyPractice Leader – Employment BrandingCareerBuilder
Twitter: @keithhadley
Jennifer WayPresidentWay Solutions
Twitter: @WaySolutions
© 2014 CareerBuilder
• Identify the characteristics of a strategic relationship between recruiters and hiring managers
• Learn to avoid common traps that keep the relationship from that of healthy business partners
• Outline practical behaviors that foster strong relationships at each point of the hiring process
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Learning Objectives
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What is the value of each role?
What do they each bring to the business?
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Role Clarity
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Organizational Structure
Operations
Executive Leadership
Human Resources
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Role and Responsibilities
Recruiting acts on behalf of the business.
Operations (Hiring Manager) Recruiting (Human Resources)
Core of the business Support function
Profit center Cost center
Separate hierarchy from HR Service to operations
Hiring is a fraction of tasks Hiring is 100% of tasks
Ultimately responsible for hiring Facilitates the process
Drive profitability Efficiency/Risk mitigation/ Ensure quality
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Service starts with expectations.
Educate CommunicateReinforce
Value
Step 1: Setting Expectations
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Ask Yourself
• Do you share the specifics of the process and timing?
• Do you call back when you said that you will?
• Don’t promise five candidates; instead promise no more than 2-3.
• Do you present candidates within the promised timeframe?
• Do you interview candidates in a timely way?
• Do you provide meaningful feedback?
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Focus on Top Talent
Saves Time
Increases
Influence
Improves
Candidate
Experience
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Drive results through influence instead of authority.
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Step 2: Balance the Partnership
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Create Influence
Knowledge
Trust
Relationship
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Business
Acumen
Numbers Orientation
Political SavvyStrategic
Discussion
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Hone Business Acumen
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Ask Yourself
• What numbers drive the business?
• What is the politics may affect this role?
• How much does it cost to keep this position open?
• What is the greatest opportunity for the team?
• What are the core challenges to hiring for this role?
• What does success look like in this role?
• What would failure in this role cost?
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Share Commitment to Outcomes
Connect to daily
challenges
Focus on key drivers
Acknowledge expertise
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Ask Yourself
• How can you reinforce the value of your services as a recruiter?
• What process and timing expectations were set upfront?
• What’s the best way to manage expectations throughout process?
• How can the hiring manager encourage the recruiter to engage with the business?
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Lead with service, then ask for what you need.
State Service
Ask for Action
Gain Agreement
Follow-up and
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Step 3: Create Accountability
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Lend expertise and outline choices.
Earn Your Say
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Diagnose interviewing challenges.
Preparedness
Attract vs. Assess
Candidate
Prioritize Time on Question
s
Anticipate
Answers
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Assess Hiring Skills
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Step 4: Use Data to Aid Process and Decisions
Hiring Data
• How long to hire this position last time?
• How long does this manager take to hire?
Talent Data
• Salary median for title
• Candidate market (rich, deficient, or recycled?)
Labor Data
• Supply/Demand• Unemployment
numbers
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Supply & Demand Example: JAVA DEVELOPER CHICAGO
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Supply & Demand:JAVA DEVELOPER NATIONWIDE
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Supply & Demand:HELP DESK CHICAGO
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Supply & Demand:HELP DESK NATIONWIDE
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Step 5: Resolve Conflicts Quickly
Focus on small improvements:
Acknowledge what is working
Outline opportunity and benefits
Negotiate change
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Policy vs. Preferences
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Solutions Orientation
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• Faster time to hire
• Higher quality hires
• Provide a consistent experience
• Increase equity of employment brand
Identify, attract, and select top talent efficiently.
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Impact on Hiring Culture
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Stay in touch!
Twitter: @keithhadley
Twitter: @WaySolutions