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A hiring manager is usually an employee's future manager. They are also usually the ones that create job requisitions and make the final decision when selecting candidates. Their goal is to choose and hire the candidate with the best skills and qualifications to do the job. Hiring managers coordinate with their human resources department, which oversees the interview and hiring process.
Hiring managers have a number of responsibilities such as:
A hiring manager is a person who works for a company and is in charge of overseeing the hiring process of a vacant position. Hiring isn't the hiring manager's exclusive responsibility or official job title. Rather, it is a responsibility given to an employee during the hiring process. For example, a Marketing Manager makes a job requisition to hire a Content Writer. The Marketing Manager immediately becomes the hiring manager as he will be the future manager of the Content Writer. The hiring manager will then coordinate with the recruiter, who will be responsible for finding, screening, and coordinating with candidates. The task of recruiters includes searching for and contacting candidates, reading resumes, organizing interviews, and other duties. Hiring managers are in charge of evaluating and onboarding said hired candidates, while recruiters are in charge of the hiring process as a whole. Learn more about the different types of recruiters here.
The fact that the hiring manager has final decision-making authority can lead to conflict between them and the recruiter. It is common that when it comes to employing new members of their team, hiring managers are frequently in a rush. Recruiters, on the other hand, want to be able to correctly evaluate applicants, complete the first phases of the hiring process before presenting a list of potential employees to the hiring manager. Here are some suggestions to assist recruiters and hiring managers in improving collaboration and finding the best candidates.
The first meeting between a recruiter and a hiring manager, known as an "intake," establishes the search's expectations and starts off the hiring process. Hiring managers should inform recruiters about the skills and experience that are required for the open job position. This gives recruiters a starting point by refining the search parameters, as well as the background information they'll need to communicate with candidates successfully.
Recruiters should always communicate with hiring managers at key stages hiring process. It can be as simple as sending emails and notes about the screening summary of potential candidates, updates on the candidate’s offer status, or holding post-interview debriefings over the phone, or in person. Recruiters and hiring managers will be able to stay on top of candidate expectations and competitors with this type of regular contact. On the other hand, if feedback is delayed or absent, interview scheduling, hiring choices, and onboarding can all be delayed.
As a recruiter, be open and honest with your hiring manager to know about your capabilities. For example, if you don't think you have the knowledge to properly interview an executive producer, tell your hiring manager right away so they may be there during the interview to push for the information you need. Throughout the hiring process, honesty is important, especially when it comes to providing feedback. Hiring managers should remember that providing candid feedback to recruiters will provide them with the information they need to be more successful in the future.
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