The organization is based on specific aspects, and one of them is the idea of accordance between hiring managers and recruiters. They play a crucial role in blending the edges of an organization and highlight its strength and weaknesses even more prominently. On the other hand, it becomes a matter of concern for the applicants when it comes to a gloomy tie-up between the two eminent parties.
1. Set the expectations and priorities right with your recruiter
This applies when a recruiter is new to the field as well as experienced. There is a difference of a fragile line between handling a project alone and working together for it. You might see hiring managers often dissatisfied with the type of services recruiters provide. And the occurrences continue for a long time, till the quality of the actual task is hit.
There are smarter ways and technologies to assess a recruiter’s performance. As per the knowledge of William Almonte Mahwah, the actual performance level of a recruiter comes out when he is emphasized on specifically. Hiring managers play an eminent role in providing useful guidance to recruiters. Some of the most efficient hiring tools that can be used and rated at the top are,
- Skills arena
2. Communication is the key to most achieved targets
One of the most common trigger points in the degrading relationship of managers and recruiters is the lack of adequate communication. It is rising issue in most established organizations increase the number of replacements and attrition rate of candidates. Though, it is not a directly linked to the candidates but can impose adverse effect on the aspect in many ways. Therefore, try to arrange and attend meetings in person and do not hesitate to report all your queries or complaints.
3. Make your recruiter responsible for handling a project
- As stated by William
Almonte, hiring managers need to provide recruiters with the idea that,
meeting their level of satisfaction regarding work is one of the cores
responsibilities of recruiters. The hiring managers need to give out sufficient
task details and descriptions to achieve a particular target. While assigning a
task, several notes and points need to fulfilled from manager’s side. A proper
format and system is the best way get the job done. You can follow-up with
recruiters regarding specific need, but it might not be attainable in all situations.
subtasks with proper descriptions
- Set a
follow-up routine and additional communication in case of specific needs
the tasks close to expectation level that the individual is capable of meeting
specific deadlines for recruiters before the final date
adequate technical as well as practical facilities are provided
ATS as your most potent assistance to
assess the performance
each project after completion and follow up if required
However said and done, it is best to remind yourself that you are working as a team for gathering the best talents out of the lot for an organization. Your contributions in the affair shall be counted as a whole. Implying the effective tactics, as discussed above shall work as tools against inessential disputes in the path.