Partnership between Recruiter and Manager - Essay Example

Staffing professionals may easily be enticed for using shortcuts for saving time and resources. However, this may have adverse effects on the hiring manager and the recruiter. It is important to know and to satisfy each hiring manager’s specific needs. The recruiter’s job is to transfer proficiency on how to profile candidates, parse through resumes, and carry out interviews.

Firstly, meetings should be held with the hiring manager to set goals on how to create a profile of the candidate. Instead of telling the hiring manager what HR would do for them, they should be asked about their needs and wants.

In the meeting between the recruiter and the hiring manager, the recruiter must identify what the hiring manager’s needs are regarding the employee’s salary, his or her experience, and educational background. The recruiter must then evaluate how relevant the requirements are.

It must also be understood what the expectations from the new employee are and what skills he or she must possess. These must be well communicated to the manager so that he or she can create the perfect candidate profile.

Going outside the industry in search of the perfect candidate can also be considered, as that brings a fresh approach to the organization.

The hiring manager must then be explained how to carry out the interview, how to analyze resumes, and how to ask questions about ambiguous phrases such as “involved in” to get a deeper insight into the candidate. Also, the hiring manager must be able to assess responses to questions effectively.

Hiring managers must be told not to simply believe what the resume says. For instance, “good communication skills” need not necessarily mean that the candidate’s communication skills are good enough for the position.

Companies should make it a point to test candidates on communication skills through written and oral tests and must be made to give a short presentation to test their presentation skills as well. Also, personality should be judged following a requirement checklist and should not, merely, be based on personal preferences.

Giving managers long forms and brochures to read up on is not the best idea. Chances are, all the reading materials would end up going on top of the shelf and never be opened again. The fact is, managers, do not have time to read the forms, brochures, and other materials.

Instead of that, a short one or two-page outline must be given to the managers that guide them through the hiring process and is easily accessible and understandable to them.