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How IT Hiring Managers and Recruiters Can Work Together for Maximum Benefit

Mar 09 , 2016

Hiring managers and recruiters both have a role to play in filling open IT positions.

Sometimes it takes both a hiring team and a recruiting team to make successful IT hires. Working together, the hiring manager and recruiter can be even more effective in finding the best candidates for open IT positions and through all aspects of the hiring process.

When a company decides to hire a recruiter, it's usually for one of two reasons. First, the company may be too small to have a hiring manager (although there is usually someone very busy in charge of hiring). Second, the hiring manager may be too busy to devote significant time to the search and hiring process. This is typically true if the hiring manager is actually the head of the IT department rather than having a major part of the job be focused on hiring.

Even when a recruiter is hired by a company sorely in need of help with hiring, however, conflicts can arise over who should do various tasks and how much responsibility each side should have.

Delineate Responsibilities Clearly

The first step to working together for IT hiring managers and recruiters is to clearly spell out what each side is responsible for. This will avoid duplication of tasks and help both sides understand what is expected of them. Typically, hiring managers formulate the job description and are involved in the interview process. Hiring managers also make the final hiring decisions, make offers, and negotiate salary and benefits.

Recruiters, on the other hand, are responsible for posting the job on job sites and boards. Recruiters can also use their contacts to get the word out about the job, including utilizing talent networks and contacts with other companies. Some companies have their own talent networks and can post the job there as well as on the corporate website. Recruiters will also often screen resumes to find the ones that best fit the job description as well as contacting prospective candidates to set up interviews.

Regular direct communication between recruiters and hiring managers is usually necessary for a smooth hiring process.

Although these are the typical roles of recruiters and hiring managers, different situations may call for different roles and responsibilities. The important thing is that all parties understand who is responsible for which parts of the process and that the breakdown is communicated clearly.

Communication Skills are Key

"The lack of communication between recruiters and hiring managers is the biggest challenge we have in the industry - period," says Steve Lowisz, CEO of Qualigence International, a global recruiting and recruitment research firm. If the left hand doesn't know what the right hand is doing, the chance of successful hires dwindles.

Spending time in direct communication will keep the hiring process moving and lead to the fastest hiring times. Scheduling a regular check-in time once or twice a week will provide the opportunity for direct communication, which can prevent preferred candidates from slipping through the cracks and being lost. Recruiters can provide updates on the status of the process, which will put hiring managers at ease and build trust. Hiring managers also need to communicate when goals and objectives change midstream, as this can impact the job search negatively if the ideal candidate has changed.

When recruiters and hiring managers work as a team, the hiring process is smoother and faster. GDH Consulting offers IT recruiting services including a talent network and job postings.