By Jason Buss.
Recruiters want strong relationships with their hiring managers. It’s one thing to want, and another to deliver and earn. Strong relationships are not granted – they are earned by producing results. One sign you have work to do is when a new position is opened, he/she contacts an external provider before talking to you. As the late Rodney Dangerfield used to say, “I don’t get no respect”. Start now. Own it, and make it mutual.
Here are 5 things you can do now to increase the trust, respect, and appreciation with your hiring leaders:
- Know your competitors better than your Hiring Manager. It’s one thing to know the list of companies you are competing against, but it’s another to know what positions they have open, who their “A” players are, who’s looking, and who would consider the right opportunity. Do you read their press releases, are you signed up for e-mail alerts, RSS feeds, watch their stock (if applicable), or follow their employees on social networking sites?
- Set expectations up front, and drive accountability. Not just what you will do, but what you expect of them throughout the recruiting and hiring process. Do you use service level agreements? Read more about the purpose and benefits of using SLA’s for recruiting, or key steps in establishing SLA’s for recruiting. A blast from the past – people have been talking about the use of SLA’s in HR overall for years but very few organizations do it effectively.
- Source talent. Sounds easy, right? Most hiring managers do not want a bunch of Resume’s forwarded to them from you. They are looking for pre-screened, assessed talent, based on the position priorities and competencies he/she described when the requisition was opened. If you have a conversation in your initial meeting – or ask – about what job boards, niche sites, or associations he/she thinks you should post on, you have work to do.
- Have a 95%+ acceptance rate. Sure, candidates turn down opportunities for a variety of reasons, but the best recruiters anticipate needs or objections throughout the process prior to the offer stage.
- Deliver on every commitment. Provide the right number of updates, with the right content, in the right way. Don’t be a high maintenance recruiter. If you say you are going to do something, do it ahead of time, or on time.
While Hiring Managers absolutely own part of the process, recruiters facilitate a majority of it. Recruiters that are influential with the interpersonal skills, confident, and competent will win every time.