Managing your hiring manager’s expectations is a crucial part of the recruiting process, especially when it comes to filling a position that is proving difficult to fill. Here are some strategies you can use to effectively communicate with your hiring manager and manage their expectations:
- Set clear expectations from the beginning:
At the start of the recruitment process, make sure your hiring manager understands the time frame for filling the position, the expected level of difficulty in finding the right candidate, and the recruitment process that will be followed. This will help set realistic expectations and prevent confusion or disappointment later on. - Keep them informed:
Regular updates throughout the recruitment process can help prevent surprise and disappointment. Keep your hiring manager updated on the progress of the search, the number of applicants, and the status of each candidate. Send them regular reports with detailed information on the number of resumes received, the number of candidates that have been shortlisted, and the number of candidates that have been scheduled for an interview. - Be transparent about challenges:
If you’re facing challenges during the recruitment process, it is important to be transparent with your hiring manager. Let them know what challenges you’re facing and what steps you’re taking to overcome them. This will show that you’re being proactive in your approach and that you’re committed to finding the right candidate for the role. - Provide alternatives:
If you’re not having luck finding the right candidate, consider providing your hiring manager with alternative solutions such as temporary staffing, expanding the search to other geographical areas, or recruiting from a different pool of candidates. Having a backup plan in place can help to alleviate concerns and keep the recruitment process on track. - Be flexible and open to feedback:
Be open to feedback and suggestions from your hiring manager and be willing to adjust your approach if necessary. This will show that you’re willing to take their input into consideration and that you’re committed to finding the right candidate for the role. - Communicate the importance of finding the right fit:
Highlight the importance of finding the right candidate for the role and how the right fit will benefit the company in the long-term. Explain how hiring the wrong candidate can be costly for the company in terms of lost productivity, time, and resources, and how the recruitment process should not be rushed but should take time to find the best fit for the company and the role. - Have regular check-ins:
Have regular check-ins with your hiring manager to keep them informed about the progress of the recruitment process and the status of each candidate. This will allow them to provide feedback, ask questions, and make suggestions. - Be prepared to present the finalists:
Be prepared to present the finalists to your hiring manager and provide them with detailed information about each candidate, including their qualifications, experience, and how they fit the job requirements. This will help your hiring manager make an informed decision and select the right candidate for the role. - Follow up:
Once the right candidate is selected, make sure to follow up with your hiring manager to get their feedback on the recruitment process and the final candidate selection. This will help you identify areas of improvement and make necessary adjustments for future recruitment processes.
In conclusion, managing your hiring manager’s expectations is an important part of the recruitment process, especially when it comes to filling a position that is proving difficult to fill.
