3 Communication Goals for Recruiters & Hiring Managers in 2017

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Those who have been in the field long enough are aware of the stereotypes: the paper-pushing recruiter or the purple squirrel-hunting hiring manager.

While recruiters and hiring managers share the same goals, their methodologies cause quite a bit of friction and misunderstanding. On the one hand, recruiters believe that hiring managers do not know what they want in a candidate and/or have ridiculous expectations. On the other hand, hiring managers believe that they must do recruiters’ jobs for them because their screening techniques are weak at best. The result? A bit of a vicious circle.

In order to avoid the conflict and delays, each side must make an effort to communicate more efficiently. We’ve covered some ready to implement ways to mend the relationship, but here are some tips to keep it from getting to the point of repair:


When taking on a new task, recruiters are responsible for clarifying and understanding what the hiring manager is looking for. This requires asking the right questions, having the hiring manager prioritize qualifications, and forming an overall picture of the perfect candidate before leaving the room. The key here is persistence: a recruiter must not begin the job search until he/she has all the necessary information. On the other hand, the hiring manager is responsible for spending the necessary amount of time with the recruiter and doing his or her best to clarify these requirements and/or preferences. The hiring manager must encourage the recruiter to ask the right questions, and he/she must answer them patiently and thoroughly in order to ensure the best results.


According to ERE Media, communication must be a regular habit in order to maximize the recruiting process. Hiring managers and recruiters must plan weekly follow-ups in which the latter asks questions, the former provides feedback, and both discuss interviews, sourcing methods, and adjust any candidate requirements. Without a set schedule for this weekly follow-ups, such meetings are likely to be shoved to the side in the midst of busy schedules and other important tasks. Therefore, it is imperative that both parties remain dedicated to maintaining this form of communication.


While the recruiter is responsible for the screening questions and the hiring manager is responsible for the interview questions, it is imperative that both parties remain on the same page regarding each. First, hiring managers can offer suggestions as far as the screening questions are concerned, thereby avoiding basic issues very early in the recruiting process. On the other hand, allowing the recruiter insight into the interview questions helps to streamline the recruiting process, thereby making the candidate’s transition from recruiter to hiring manager seamless.

How do you keep channels of communication open between your respective teams?

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