What exactly is the issue?
Recruiters and hiring managers aren’t always on the same page. Both believe that the level of talents and a candidate’s fit within the ethos of a tech team are critical.
Collaboration, on the other hand, can be difficult due to various inconsistencies.
It’s critical for tech recruiters, for example, to close positions rapidly in order to meet hiring goals. Hiring managers, on the other hand, are/can be more concerned with finding the right fit, even if it takes longer.
Both sides must collaborate to ensure that the recruiter has all of the required information to assist him or her in locating a qualified hire (to please the hiring manager) in the quickest time possible (to make the recruiter happy).
How to tackle this issue:
Make sure the skill set necessary is absolutely clear.
Would you expect your neighborhood baker to provide you with a valid medical diagnosis? Or would you go to your doctor right away?
Without feedback from a hiring manager, HR managers and recruiters are frequently required to write a technical job description. A description, on the other hand, must be exact in order to find the correct “treatment”: a candidate with talents that fit a very particular diagnosis.
Essentially, the recruiting manager must inform the recruiter about the technical skills required for the new job. When the hiring manager and the recruiter agree on the soft and technical abilities that are required in a new hire, the recruiter is better able to discover a candidate who will meet those requirements.
Distinguish between what you NEED and what you WOULD LIKE to have for the job.
Working together with your hiring manager and incorporating his or her advice to build a realistic description of what the position should involve is the key to making a solid hire.
The hiring manager for technology may be looking for more in a candidate than you can provide for the compensation you can provide. Find out whether hiring for experience is more crucial than hiring for high technical aptitude and the ability to fit in with the IT team and learn on the fly, for example. Once you’ve assessed the required abilities and experience, try to come to an agreement on a fair salary for the candidate who matches these criteria.
With the tech hiring manager, go over the interview process.
Traditional interviews may not be able to determine whether tech candidates have the qualifications you want. Talk to your hiring manager about the best strategies to find the greatest candidate throughout the interview process. Agree on how the interview will be performed. Make sure that everyone engaged is aware of the types of questions to ask and the most significant attributes to search for. Following the discussion, write a summary of how the interview will be performed and give a copy to the recruiting manager and anybody else who may be participating to ensure that everyone is on the same page and understands what needs to happen.
Contact the hiring manager on a regular basis.
Maintain contact with your hiring manager throughout the process to verify that your objectives remain aligned and that you are on pace to achieve his or her requirements for a new hire. They know what they want and you know how to get it, so if you know exactly what they’re searching for, you’ll be able to identify the ideal applicant for the job!
If the above process does not happen efficiently you might want to look for outside help, such as DevOlympics’ managed sourcing and hiring full-service solution.
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