4 Ways to give your TA teams and hiring managers a relationship tune-up

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A strong relationship between the hiring manager and recruiter is vital for the success of an organization’s talent acquisition process. The importance of the talent acquisition (TA) and hiring manager relationship is not surprising when you consider that they must work closely together to build a sourcing strategy, and then engage the top-level talent needed to keep your business competitive and profitable.

Here are four ways talent acquisition teams and hiring managers can solidify a successful working relationship.

1. Become aligned from the start

Whether by phone calls, video conferences, or in-person meetings, hiring managers and recruiters should get together at the very beginning of the process to discuss the open role. This discussion should cover expectations in terms of timeline, candidate availability, and marketing tactics.

The TA team and the hiring manager (HM) should walk away from this initial meeting with a thorough understanding of the role that needs to be filled, the talent that may be available to fill it, and how the recruiting process should flow. This initial meeting helps instill confidence in the HM that the recruiter will deliver on their commitments to find a high-quality hire in the shortest amount of time possible.

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Beyond this initial meeting, communications between hiring manager and recruiter should be ongoing, with regular updates being provided and realignment if needed. It’s helpful for the TA team to remind hiring managers of how the recruitment process will run as things unfold so that they know what they’re responsible for and how to work with their recruiter most effectively.

2. Streamline the interview process and ask for feedback often

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Hiring managers should feel extremely confident that if a candidate is pushed forward to an interview with them that the talent acquisition team has verified that they are highly qualified and worth the time and effort to interview. Plus, since the candidate’s credentials have been reviewed by the recruiter, the HM can focus on learning about the candidate’s experience and personality during the interview.

The TA team can streamline the interview process further by coordinating the candidate’s and hiring manager’s schedules are aligned and provide complete feedback on TA’s session and notes with the candidate . It’s better for the HM not to ask all of the same questions that the TA team has already asked them. This ensures that the candidate has a positive engagement with your brand and it gives the hiring manager the chance to ask more granular questions about the candidate’s past experience and goals, in order to determine if they will be a good fit, as the hiring manager is in the best position to fully understand the role and the needs of the team.

Related reading: Career pathing is obsolete. Here’s what to do instead

As the hiring process evolves, keep lines of communications open and ensure that TA pros don’t wait until the hiring manager has turned down several candidates before asking if what they want in a candidate has changed. Once the HM starts to see what is available in the current job market, it’s not uncommon for them to modify their original criteria for the candidates they want. For this reason, it’s important for recruiters to regularly and frequently ask hiring managers for feedback on the candidates they’ve interviewed so far.

MojoHire provides that transparency through our overlay of existing systems, providing a concise and strait forward user interface that presents feedback and notes clearly, and allows quick insight into any changes HMs are considering to the original job description.

3. Design a smooth, well-organized offer process

The unpleasant reality for many recruiters and hiring managers is that companies can experience a lot of turnover in the first couple months of new employees being hired. Many new employees quickly realize that they made the wrong decision and abruptly leave the company. As a result, it’s vital for talent acquisition teams and hiring managers to provide a smooth and well-organized offer and onboarding experience.

Related reading: Organizational agility: Is your TA team helping or hurting?

In particular, it’s important for hiring managers to know what is expected of them during the offer process and not be surprised by the candidate’s expectations during this phase. When creating the offer, both the TA executive and HM should be on the same page when it comes to the offer package that the candidate is expecting. In fact, discussions about core components of the offer should start at the very beginning of the process.

If discussions about the components of offers don’t occur until later in the hiring process, it will create a lot of unnecessary back and forth communications, which will slow the process down and could even cause the candidate to lose patience. At the outset, the TA team and HM should agree on how flexible the company can be when it comes to compensation and benefit packages. It’s also important to determine together at what point they will most likely walk away because a candidate’s demands are too much. Nailing these details down on the front end will prevent the need to get approvals during later stages and avoid costly delays.

4. Offer a solution that ties into the needs of both talent acquisition and hiring managers

One of the biggest barriers to implementing the three points above and sustaining smooth and open communications between the TA and hiring managers is the siloed and notoriously clunky nature of HR technology. Because the user interface (UI) on these systems is so difficult to use, and that multiple systems don’t tie back to one another, these colleagues communicate mainly via email or other channels that are had to track and measure. This introduces frustration and friction into the process, as there are multiple communication channels and points of truth.

MojoHire sits on top of the HR tech stack and provides a single, unified interface across all data repositories and platforms. No matter where a candidate’s data is stored (internal HR systems, ATS, external marketplaces, etc.), candidates and communication can be quickly discovered/tracked inside MojoHire, uniting the central point of truth. Everything from high-level information to the smallest details about candidates are easy to see, and all of the parties involved in the recruiting and onboarding process can access a single interface to collaborate, share feedback, view résumés, and more.

Related reading: Why you need AI-powered talent acquisition

The benefit for everyone is having conversations around a candidate all in one place, rather than buried in and dispersed across disparate inboxes and date silos. Tracking and communications are streamlined, decisions are facilitated, and the entire process runs faster and smoother. MojoHire has a +60 net promoter score from both hiring managers and recruiters, and a proven track record of accelerating productivity with hiring teams, and improving time to, and quality of hire.

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A bonus is that because this collaboration all happens within MojoHire, it can inform MojoHire’s AI engine so that the software can “learn” company preferences and take them into account for future hires, leading to ever increase productivity.

Summing up

Great relationships are built on great communication, so when communication is cumbersome, relationships can get strained. MojoHire’s simple-to-use overlay, AI-enabled cloud solution sits on top of your HR tech stack to offer a unified, ergonomic collaboration platform that not only speeds up hiring velocity, but also facilitates effective communication and strong relationships between talent acquisition teams and hiring managers.

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