Recruiters, Here’s How to Incentivize Your Hiring Process

September 2, 2015 at 12:37 PM by Kathleen de Lara

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Talent pros are familiar with the notorious roadblock between recruiters and hiring managers. At its center is the push and pull between hiring the best people for a team and understanding the reality of available talent pools. 

The candidate handoff from hiring manager to recruiter has been reduced to simply creating a list of open reqs and a list of potential candidates. The result? An unnecessary delay in hiring people. 

Calibrating your recruiters and managers doesn’t have to feel like a one-sided battle. Try these on for size.

Know your product to support your CS team. 

As a talent pro accustomed to using a multitude of recruiting tools to get the job done, you understand your closest friends in the industry are customer success teams. When you’re sourcing across various platforms and something goes wrong, like losing track of a candidate list you’ve been building through the year or using a tool lacking insights on your hiring team’s performance, the first person you contact on the other side is a CS rep.

Think of your CS team as your in to the engineering team. The more user feedback you provide on the tools you’re using, the better your product will become. Offering product suggestions tells people you’re interested enough in staying a customer and benefiting from a product’s development. (At Entelo, for every hire the team makes, our Head of Talent Vivek gets a feature added to the product.) In turn, you’ll be able to do your job better. Good trade, right? 

Get the whole team involved in hiring.

Schedule monthly team sourcing sessions for building a talent pipeline. (Never held a sourcing session? Here’s a starter’s guide.) Growing a team is a collaborative effort. Giving people a hand in finding their future colleague encourages a sense of responsibility and authority in who you hire, and because people understand the type of employees you’re looking to hire, you’ll likely find a way to speed up the recruiting process. Get hiring managers familiar with the product your sourcers and recruiters are using by having them get their hands on the product, too. 

Trade off a job posting for every employee testimonial.

By now, talent heads are accustomed to hearing the proverbial tale of the employer brand. Without it, prospective candidates won’t understand who you are from the inside out – who’s on the team, the challenges you’re working on, what makes your company interesting. Riffing off the quid pro quo example from the first point, another way to get hiring managers involved in the recruiting process is to consider making this deal.

For every job a hiring manager wants to post, one person on his or her team writes a short quote on what they like the most about their role. Even better if you use this as ammo for a full video. Alternatively, consider having people on your team write job descriptions for open roles on their team. 

Looking for more? We teamed up with the great people at Jobvite to learn how they’re improving the way talent connects with companies. Check out Techniques for Improving Communication Between Recruiters and Hiring Managers in full here.

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