While recruiters ideally provide quality candidates for the hiring manager’s review, it is imperative to understand the responsibility of both the hiring manager and recruiter for the rest of the process in order to place the best possible talent.
Where does the hiring manager and recruiter disconnect commonly occur? Consider the top three hiring manager missteps:
Delays in presenting an offer have become a main deterrent for qualified candidates in recent years, leading candidates to accept other offers before the hiring process can result in a placement. In fact, 58% of candidate rejections occur when another offer has been accepted (44% for outside offers, 14% for employer counteroffers), according to ERE. This growing number stems from the fact that many potential employers now take longer than three to five weeks to present their offer.
Hiring managers are notorious for seeking what many in the recruiting industry refer to as the “purple squirrel.” This is the jack-of-all -trades, or the candidate who must be qualified to play more roles than should be expected. Such unrealistic expectations directly result in hiring delays, as the hiring manager is passing up potential quality candidates for the ideal employee whom may not exist.
Ignoring Market Trends:
Some hiring managers have a lack of recognition in regards to the the nature of the competitive candidate-driven market. Because of this, lower-than-market-average pay and benefits are offered, thereby turning away the most qualified candidates who are receiving better offers elsewhere.
Recruiters and hiring managers can benefit from repairing the communication process in order to find and place the best possible talent. Establishing clear candidate expectations, looking beyond the resume to find realistic talent, and streamlining communication with candidates can all aid in the placement of better talent.