The hiring manager is responsible for selecting the most appropriate candidates to fill an open position.
They collaborate with recruiters and interviewers throughout the recruitment process until the position is filled.
However, the various phases of the recruitment process are interconnected and can confuse the specific responsibilities of the hiring manager.
In this blog post, we will explore the obligations of a hiring manager in more detail.
What are the Hiring Managers expected to do when there is an open role in their team?
- Conduct an intake meeting to determine the requirements of the role. The intake meeting usually lasts from 30 minutes to 1 hour, where the Hiring Manager should share with the recruiter what are the needs of the position and set up a recruiting process.
- Actively participate in creating the job description. Job descriptions are usually created by recruiters, but the Hiring Managers should shape the requirements and responsibilities of the role.
- Establish the recruitment and interviewing process in collaboration with recruiters, defining the steps and interviewers involved in candidate assessment. The ideal Interviewing process should include an introductory call, an interview with the Hiring Manager, a live assessment of the technical skills, and a cultural fit Interview.
- Answer questions. When it comes to answering questions during the recruitment process, experienced recruiters will ask a lot of them. They do this to gather as much information as possible about the role and match the hard and soft skills and competencies necessary to complete the job responsibilities.
- Propose practical/technical assignments, such as take-home assignments, live challenges, or presentations, to assess the candidate’s technical skills.
- Having structured interviews. To achieve this, HM should have a structured approach and ask each candidate the same set of questions. In addition, recruiters can also suggest their questions. Typically, these questions are based on the desired competencies and are referred to as behavioral questions.
- Don’t ask about salary expectations during the interview process. The HR people’s Ops Department handles salary negotiations, and the first step in this process occurs during the introductory call. If you need information about a candidate’s salary expectations, please ask the recruiter and not the candidate.
- Communicate the requirements to team members and seek recommendations for potential candidates. Recommendations coming from the internal team members tend to be more successful and match better with the company culture and can save resources.
- Move fast. To achieve the best recruitment results, working as a team rather than relying solely on recruiters is essential. Hiring Managers should provide fast feedback and complete their assigned tasks promptly, which may include creating technical challenges and selecting questions to assess candidates.
- Provide updates. It’s essential to keep everyone informed about any updates regarding the candidates. If the initial candidates need to meet the requirements, or if the hiring needs have changed, the HM should tell the recruiter right away to adjust the search and find a suitable match.
- Complete and submit interview evaluations. To ensure a positive candidate experience and a speedy recruitment process, the hiring manager needs to complete and submit interview evaluations on the same day as the interview. Without timely feedback, candidates may get stuck in the pipeline, and the recruitment process may be delayed.
- Promote the job opening on LinkedIn and reach out to professionals within their network for potential recommendations.
- Follow up with candidates when requested by recruiters, especially when candidates may be distancing themselves or considering an offer.
- Take ownership of the hiring decision and assume responsibility for the new hire’s performance. While all the interview feedback matters, if more than one candidate arrives in the final stage, Hiring Manager should carefully analyze all the concerns addressed while interviewing by other interviewers and decide which concerns are the least harmful to successful job performance.
Stavreska Recruiting guides hiring managers to make the right hiring decisions by offering a comprehensive range of services. Every step of the recruitment process, from defining job requirements to evaluating candidates, is guided by our expertise and proven strategies.