The hiring manager is the person who has the need to hire within the company: he is very clear about what profile he needs and what requirements he must meet. It is not always a high command, it can also be an intermediate command that will work directly with that profile incorporating it into its team.
Teamwork with the hiring manager is essential for the success of the process, both in the search for candidates and in their hiring and onboarding. It is critical that there is maximum transparency, communication and collaboration with this profile.
If you think that the relationship has not worked well enough when you think about the selection processes that you have carried out lately, it is time for you to pay more attention to it and I am sure that it will have a positive impact on the efficiency of the process.
It is important to have well defined and documented roles in the organization of your company: what each position does and what talent is available. In this way, in the event of a vacancy, it will be much easier to be clear about the profile you need to fill a certain position, what skills you must have and you will not have to create the job description from scratch.
In most cases, since the day-to-day life of the HR department is hectic, it is difficult to keep this internal documentation updated. So many times you have to rush writing the job description in order to open the position quickly, and the result is not the best.
You have to dedicate the necessary time to have a clear, exhaustive and attractive job description. It is better to take a little longer to post a position but do it with an excellent job description that attracts and falls in love with the right candidates.
Normally it is the hiring manager who will pass the job description to you and it is their responsibility to have it well defined. But you will probably have to help him and make sure it is well worked, as it will have a direct impact on the efficiency of the process. Do not be satisfied with the first version that is passed to you and improve it by working as a team.
When there is a vacancy to fill, you must be very clear about the funnel that the candidates will go through. For this there are five stages that you must have well planned:
–Candidates know your job offer: you have to define which communication channels are going to be used to publish the offer and which are better for the type of profile you are looking for.
–Candidates sign up to participate in your selection process: something we sometimes forget to do is keep track of how many visit the offer and how many end up signing up. This conversion percentage can give us clues about the effectiveness of the job description and the channel we are using.
–First candidate filter: crucial process in which it is necessary to ensure that the candidates’ skills and experience match those required.
-Interview and offer: only the finalists come to this phase, which, both by resume and by soft-skills, really shows that they can fit the position. After the interview, an offer is made to the one that best fits the requirements.
-Contracting: at this point we proceed to negotiation. It is very important to control the expectations of the candidate and that the salary offered matches the profile.
When you get started with the search for candidates, you will automatically think of LinkedIn. The potential of this social network is enormous and it is very easy to lose yourself between the updates in your feed and the hundreds (or thousands) of contacts you have. So that this does not happen, you must first determine the objectives you want to achieve and organize yourself very well.
-How many possible candidates are you going to look for?
-What kind of information do you want to obtain from these candidates?
Once the goals are established, limit accordingly the time you will spend on LinkedIn. Once you reach your goals, close it and don’t be seduced by its feed. Do not spend more time than you need.
The best candidates are usually the liabilities, especially in digital profiles. Passive candidates are those who are not actively seeking a new job, but who are open to change if a good opportunity appears.
When looking for passive candidates, there are two major difficulties:
-Know the skills and experience required by the position very well, to be efficient in the search.
-Knowing where to find these candidates and how to contact them, since not being in active search is more difficult and delicate to achieve.
In the search for passive candidates, it is best to use independent recruiters who are highly specialized in the profile you are looking for, since they will have a very specific contact base for this type of role. This comes with the difficulty of having to find these freelance recruiters and make sure they are really good and efficient. With the added difficulty that if you are looking for several different profiles (eg a frontend developer, a marketing manager and a product manager), you will have to find at least one specialized recruiter for each type of profile, as they are usually very good only in his specialty.