Selling The Position of a Hiring Manager

Most hiring practices involve the position of a hiring manager, but what exactly are the responsibilities of the hiring manager?

In basic terms, the hiring manager serves as a gatekeeper to the company in one sense, to show candidates what the company is like from just outside the gate. In the hiring process, the hiring manager needs to sell his or her position and here is the explanation of why.

Hiring managers need to be trained on the varying key differences of your company and how to position those key selling points to the candidate. It’s important to share what stands out in your company compared to your competitors. Trained hiring managers should be like marketers and know how the role, for which a candidate is applying for, impacts the overall success of the organization.

Great candidates show up on time for interviews, and so too should great hiring managers. The hiring managers are the bridge between the candidates and the jobs they apply for, so providing a positive experience for the candidate is key. Hiring managers must have positive energy and legitimate emotional investment when they interview. Candidates will evaluate the management style of a manager and will look for a manager that genuinely cares.

Hiring managers must receive proper coaching on the tough questions candidates will most likely ask about, such as recent bad press, the challenging location and company opportunities. Hiring managers need to clearly outline career paths and what kind of coaching and career development will be provided for the candidates, if hired. Hiring managers must be specific; about how often performance reviews are conducted, what type of goals will be set and how they will be measured. Moreover, the better ones discuss all professional development opportunities and consider the long-term future.

Highly effective hiring managers will make candidates feel comfortable by thoroughly planning out all aspects of the hiring process. A lack of planning leads to poorer recruitment outcomes which in turn, could lead to organizational design and competency flaws.

Three-way meetings where hiring managers, recruiters and HR partners will all be present are beneficial in determining what the ideal profile is, review potential obstacles, and provide the necessary perspective for the recruiter on career paths, positive selling points, experience, or general background of the hiring manager.

Highly effective hiring managers are always communicating. No matter what questions candidates ask them, hiring managers will always give answers to those questions. If candidates have certain health conditions or disorders that hiring managers need to be aware of, then notes must be taken. If the candidate doesn’t feel comfortable with the hiring process, then this issue should be addressed.

Be careful not to oversell your position as a hiring manager. While you want to be positive and energetic, you also need to be realistic and poised. This experience you are selling to the candidate is not guaranteed. Remember that you are the candidate’s bridge to the company, so accurately paint the picture of the company’s culture and be transparent in any challenges they are working to overcome.

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