We can talk talent acquisition strategy all day long, but if you can’t block and tackle, it doesn’t really matter what play you’re going to run!
Since the beginning of time when cavemen were trying to recruit more hunters because they had too many gathers, getting hiring managers to respond in a timely manner has been a struggle. It’s the one constant problem talent acquisition faces, no matter the industry, country or the environment.
Think Google’s recruiters don’t have this issue? You would be wrong. They do. I believe most hiring managers are tardy in responding to active candidates because of the potential of failure. That is a whole other post in itself for another time, but most hiring managers only fail when it comes to hiring. They do great in every other part of their job but make one bad hire or a pattern of bad hires, and they are considered a poor leader.
We drag our feet on things we know could end in a negative situation.
Turning the recruiter/ hiring manager relationship into a mentorship
So, how do you guarantee a hiring manager will respond to your candidates?
Make the hiring manager your mentor. No, not you being their mentor, them being your mentor! Every leader wants to be a mentor and share their great knowledge. Most talent acquisition pros need to know more about the business they are working in and supporting. If you position a hiring manager as your mentor, you begin to build a relationship where they feel obligated to respond to every resume you send.
I’m not telling you to do this with every single hiring
manager you support. You know the people that need this special relationship!
The hiring managers who have more influence, the managers who do most of your
hiring with, etc.
A funny thing happens when you ask a person to become your mentor. The person now takes a vested interest in your success, since your failures will reflect onto themselves. They will work to be a better role model since they believe they are showing you the proper way to lead.
Plus, the most difficult conversation they’ll ever have is when you tell them you’re having trouble getting a hiring manager to respond in a timely manner and you ask them, “what should I do to get this manager to respond to me!?” They’ll get the message the loud and clear, and they will respond moving forward.
Reaping the benefits of the mentor relationship
It’s a talent acquisition win-win. You get the hiring manager to respond to your candidates. You build a better relationship with that hiring manager. The hiring manager gets to use some coaching muscles they probably don’t use enough, and you also get to know part of your business that much more.
Don’t discount the power of mentorships with hiring managers. Everyone loves being a mentor to someone; why not let it be with someone from talent acquisition!