Comments on: The Role of the Hiring Manager in Recruiting http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/ Recruiting intelligence. Recruiting community. Sat, 07 Nov 2009 21:13:33 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Help Your Recruiters Help You | Fan Zhu http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-12626 Help Your Recruiters Help You | Fan Zhu Tue, 09 Jun 2009 20:52:59 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-12626 [...] Here is a list of 7 best-practices for a streamlined recruiting process (Re-posted from the article - The Role of the Hiring Manager in Recruiting). [...] [...] Here is a list of 7 best-practices for a streamlined recruiting process (Re-posted from the article – The Role of the Hiring Manager in Recruiting). [...]

]]> By: Who Needs References? We’ve Got Facebook! | IT Hire Wire http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-6968 Who Needs References? We’ve Got Facebook! | IT Hire Wire Thu, 21 Aug 2008 20:49:28 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-6968 [...] Hiring managers no longer need to pick up the phone to find out if a candidate is viable. They can just check his LinkedIn profile for some references and call it a day. Or, if a hiring manager is feeling adventurous he can take a look at a candidate’s friends on Facebook, see if he knows any of the friends and then email that person’s Facebook “friend” directly, requesting a reference. As an attorney in the article states, “The old days of a page with three references and three phone numbers on it…are over.” [...] [...] Hiring managers no longer need to pick up the phone to find out if a candidate is viable. They can just check his LinkedIn profile for some references and call it a day. Or, if a hiring manager is feeling adventurous he can take a look at a candidate’s friends on Facebook, see if he knows any of the friends and then email that person’s Facebook “friend” directly, requesting a reference. As an attorney in the article states, “The old days of a page with three references and three phone numbers on it…are over.” [...]

]]> By: Josie Erent http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4414 Josie Erent Thu, 28 Dec 2006 01:02:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4414 I have been involved in the recruitment process well over 10 years. One of the most obvious trends is that hiring managers in addition to their daily tasks are being asked to be totally responsible for the hiring of their staff. This is happening while the quality of HR staff and resources is decreasing substantially. This is a very serious problem and creates a lot of resentment by the hiring manager. First of all a lot of them do not have the time. Secondly a lot of them are not trained to hire staff. Talent is becoming the number one key priority to given a corporation the clear competitive advantage. It would be wise to have corporations work with 3rd party recruitment advisors rather than focuss on unreasonably increasing the amount of hours a hiring manager must perform. It would certainly make better use of the hiring managers time who can spend focussing on qualifying professional credentials and fit of potential job seeker.Many companies are now forcing their hiring managers to find their own staff that in some cases is taking months while the hiring manager is doing the jobs of two people. Consequence - Resentment and Burnout and a Resignation. Josie Erent Talented Minds Division of Silicon Executive Search Inc. 416-232-0600 josie.erent@talented-minds.com josie_erent@yahoo.com I have been involved in the recruitment process well over 10 years.

One of the most obvious trends is that hiring managers in addition to their daily tasks are being asked to be totally responsible for the hiring of their staff. This is happening while the quality of HR staff and resources is decreasing substantially.

This is a very serious problem and creates a lot of resentment by the hiring manager. First of all a lot of them do not have the time. Secondly a lot of them are not trained to hire staff.

Talent is becoming the number one key priority to given a corporation the clear competitive advantage. It would be wise to have corporations work with 3rd party recruitment advisors rather than focuss on unreasonably increasing the amount of hours a hiring manager must perform. It would certainly make better use of the hiring managers time who can spend focussing on qualifying professional credentials and fit of potential job seeker.Many companies are now forcing their hiring managers to find their own staff that in some cases is taking months while the hiring manager is doing the jobs of two people. Consequence – Resentment and Burnout and a Resignation.

Josie Erent
Talented Minds
Division of Silicon Executive Search Inc.
416-232-0600
josie.erent@talented-minds.com
josie_erent@yahoo.com

]]> By: Leona Reed http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4412 Leona Reed Thu, 03 Aug 2006 12:30:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4412 Bravo! Excellent points throughout. Partnering as a hiring team and promoting the opportunity's benefits to potential staff members (recruits/candidates) are substantial keys to success in a company's hiring practices. Point well taken on the time-to-hire metric. Although, this is important to watch so you avoid the risk of loosing great individuals by a stalled process. Thank you for sharing your insights. Bravo! Excellent points throughout.

Partnering as a hiring team and promoting the opportunity’s benefits to potential staff members (recruits/candidates) are substantial keys to success in a company’s hiring practices.

Point well taken on the time-to-hire metric. Although, this is important to watch so you avoid the risk of loosing great individuals by a stalled process.

Thank you for sharing your insights.

]]> By: Chuck Harrison http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4411 Chuck Harrison Thu, 03 Aug 2006 03:51:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4411 Excellent article Ed. I have said loud and often that the hiring manager is not our client, they are our partner. A client places an order and waits to receive a service. Partners work together to acheive a common goal. This well places that perspective into clear points. Excellent article Ed. I have said loud and often that the hiring manager is not our client, they are our partner. A client places an order and waits to receive a service. Partners work together to acheive a common goal. This well places that perspective into clear points.

]]> By: Mitchell Byers http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4413 Mitchell Byers Thu, 03 Aug 2006 03:26:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4413 Jeff's information jives with a book I am currently plugging my way through, 'Topgrading' by Bradford Smart. Smart defines topgrading as a method of attracting, hiring, and retaining ?A? players, something every company attempts. However, few have the proper infrastructure in place to be successful. A couple of insights from Mr. Smart, which supports Jeff's comments: o The CEO, not HR, must lead topgrading. (page 66) o Hiring managers must fully ?own? topgrading results, including hiring decisions. (p70) o HR's role is to be the ?right arm? of the CEO and support topgrading throughout the organization. He must ?sell, cajole, challenge, coach, and browbeat their client managers to topgrade. (page 70) An ?A? player recruiter or HR person feels the weight of the company on their shoulders. After all, the future of the company relies heavily our efforts in sourcing and influencing the right candidates. But hiring, if successful, has to be a three-legged stole. The recruiter (and everyone else in the company) is responsible for attracting the right talent. The hiring manager has to properly screen the candidate and sell the position. The third leg is the candidate. They are responsible for showing the value they will provide to the organization. At the end of the day, our success as recruiters is tempered or magnified by the effectiveness of the hiring manager. As their partner, we are responsible for positively influencing their behavior for the greater good of the company. http://www.interviewrx.com/55 Jeff’s information jives with a book I am currently plugging my way through, ‘Topgrading’ by Bradford Smart. Smart defines topgrading as a method of attracting, hiring, and retaining ?A? players, something every company attempts. However, few have the proper infrastructure in place to be successful.

A couple of insights from Mr. Smart, which supports Jeff’s comments:
o The CEO, not HR, must lead topgrading. (page 66)
o Hiring managers must fully ?own? topgrading results, including hiring decisions. (p70)
o HR’s role is to be the ?right arm? of the CEO and support topgrading throughout the organization. He must ?sell, cajole, challenge, coach, and browbeat their client managers to topgrade. (page 70)

An ?A? player recruiter or HR person feels the weight of the company on their shoulders. After all, the future of the company relies heavily our efforts in sourcing and influencing the right candidates.

But hiring, if successful, has to be a three-legged stole. The recruiter (and everyone else in the company) is responsible for attracting the right talent. The hiring manager has to properly screen the candidate and sell the position. The third leg is the candidate. They are responsible for showing the value they will provide to the organization.

At the end of the day, our success as recruiters is tempered or magnified by the effectiveness of the hiring manager. As their partner, we are responsible for positively influencing their behavior for the greater good of the company.

http://www.interviewrx.com/55

]]> By: Hans Gieskes http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4410 Hans Gieskes Thu, 03 Aug 2006 03:22:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4410 Message for hiring managers: 'ASK NOT WHAT YOUR RECRUITER CAN DO FOR YOU BUT WHAT YOU CAN DO FOR YOUR RECRUITER!' Biggest contribution hiring managers can make is promote employee referral participation among his / her team. HR / Recruiters can only ask employees to leverage their personal networks on behalf of the company, but hiring managers can 'ask' in a different way... After all the personal networks of the employees and hiring managers are the most fertile networks where they can stand up and say 'I vouch for my employer!' Message for hiring managers: ‘ASK NOT WHAT YOUR RECRUITER CAN DO FOR YOU BUT WHAT YOU CAN DO FOR YOUR RECRUITER!’

Biggest contribution hiring managers can make is promote employee referral participation among his / her team. HR / Recruiters can only ask employees to leverage their personal networks on behalf of the company, but hiring managers can ‘ask’ in a different way…

After all the personal networks of the employees and hiring managers are the most fertile networks where they can stand up and say ‘I vouch for my employer!’

]]> By: SURESH Venkataraman http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/comment-page-1/#comment-4409 SURESH Venkataraman Wed, 02 Aug 2006 08:26:00 +0000 http://www.ere.net/2006/08/03/the-role-of-the-hiring-manager-in-recruiting/#comment-4409 Hi, I agree with you on some of your points relating to Hiring Manager. a) Hiring Managers should understand that they have a shared accountability in collaborating with recruiters to recruit and retain this talent. b) A Good Job description is going to reduce lots of time. Your suggestion of 3-way-meeting is a MUST to come out with a detailed Job Description c) REJECTED is not just useful feedback. Detailed feedback on why a manager liked or didn't like a specific candidate is required for each candidate interviewed. The more this is done, the better the recruiter would be able to deliver the right talent to the hiring manager. d) Hiring Manager ALSO needs to sell the opportunity to the candidate. Today TOP candidates have multiple options. Everyone participating in the interviewing process should devote some time to addressing these topics, selling the opportunity, and insuring that the candidate experience is a good one for the interviewee. Hi,

I agree with you on some of your points relating to Hiring Manager.

a) Hiring Managers should understand that they have a shared accountability in collaborating with recruiters to recruit and retain this talent.

b) A Good Job description is going to reduce lots of time. Your suggestion of 3-way-meeting is a MUST to come out with a detailed Job Description

c) REJECTED is not just useful feedback. Detailed feedback on why a manager liked or didn’t like a specific candidate is required for each candidate interviewed. The more this is done, the better the recruiter would be able to deliver the right talent to the hiring manager.

d) Hiring Manager ALSO needs to sell the opportunity to the candidate. Today TOP candidates have multiple options. Everyone participating in the interviewing process should devote some time to addressing these topics, selling the opportunity, and insuring that the candidate experience is a good one for the interviewee.

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