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Use These 6 Principles to Build a Strong Recruiter-Hiring Manager Relationship

In a recent presentation to a room full of recruiters and HR practitioners, I asked jokingly, “Who here has dealt with a hiring manager who wants the Queen of England to manage the marketing department for $60K a year?” I got a roar of laughs and 300 hands in the air. This is not an uncommon scenario to anyone who’s been in the industry long enough!  

Recruiters recruit and hiring managers hire it’s as simple as it is complex. As recruiters, we scout, source, advertise, sell, screen, assess and build the best strategy to get to the best person. Hiring managers are responsible for the final decision of whether that person will join the team.  

Robert Cialdini is a world-renowned psychologist and best-selling author of “Influence: The Psychology of Persuasion.” In this work, he notes that influence is based on six key principles:

  • Reciprocity
  • Commitment and consistency
  • Social proof
  • Liking
  • Authority
  • Scarcity

Leveraging the power of influence, we recruiters can set expectations for hiring managers and use our expertise to find the best person for the job. Let’s look at how each principle can help you build a better recruiter-hiring manager relationship.

Principle #1: Reciprocity

Reciprocity is the idea that if I provide something of value to you, you’ll want to provide something of value to me.

While bringing chocolates to your hiring manager may not hurt, as a recruiter, you can offer so much more: the gift of work and knowledge. So before your intake meeting, print out the information of a candidate who might be good for the role.

Sure, the hiring manager may have given you a list of requirements, but use this opportunity to explain the differences between mere description and a great job advertisement.  

Come prepared with examples, then rework their description to reflect their voice based on your experience with the team. In return, your goal is to get feedback:  This will help you determine what the hiring manager is looking for while allowing them to get a better understanding of your recruitment approach.

Principle #2: Commitment and Consistency

People are naturally compelled to follow through on their written commitments. Have your hiring managers email you the top three most important requirements for the person you’re recruiting via email.

This gets them to commit to their needs while also giving you insights. Finally, make your own realistic commitments about the hiring process and consistently follow up on those promises to build your trust with hiring managers over time. Always be transparent it goes a long way.

Principle #3: Social Proof  

How many times have you felt compelled to do something because everyone you know is doing it? That’s the power of social proof, the theory that we are prone to adopting the actions and beliefs of people we like or trust.

So instead of telling hiring managers what your take on the job market is, show them examples of what others are doing. Share ads for the same position from competitors or for similar jobs in different markets. Show them where these jobs are being…

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