It’s a perennial recruiting challenge: telling managers their expectations aren’t realistic; that they’re asking for a candidate who doesn’t exist; and convincing them that there’s not really a “skills shortage” for the talent they want if they’re open to fantastic non-traditional candidates, work-from-home candidates, active candidates, and so on.
The thing is, technology has enabled managers to take more of a role in hiring. But recruiters often don’t think managers are very good at that role.
As this graphic from ERE’s State of Talent Acquisition shows, recruiters just aren’t that thrilled with the hiring skills of managers.
LoriAnn Boyer, talent-acquisition leader at the dietary supplement company Pharmavite, has experience working with managers on a variety of hiring issues. She talks about pushing back against hiring managers in this video below.
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Is Talent Acquisition a Strategic Business Partner to Companies?
- Two to three questions to ask hiring managers about job descriptions
- How to be a recruiter who can influence managers vs. one who cannot
- Upping employee referral amounts by putting it in a language that managers understand
It’s less than 13 minutes, below.
image from Shutterstock