Wie arbeiten Sie mit Personalverantwortlichen zusammen, um deren Bedürfnisse zu verstehen?

Create a cohesive relationship with your hiring team. It takes time to learn and trust someone you are working with, and to have a solid working relationship you have to put in the effort. Ask good questions, follow up often, and don't be afraid to challenge what the hiring manager thinks they want. Often times, they're looking for and open to your consultative approach. In Talent, we are the recruitment experts, and the hiring manager typically will want our insights to consider how they proceed forward.

To collaborate effectively with hiring managers, I actively listen, clarify role specifics, tailor strategies, and maintain regular communication. I provide market insights, collaborate on candidate profiles, set clear expectations, and integrate feedback for continuous improvement. This streamlined approach ensures an efficient and collaborative hiring process.

This is the no1 reason it goes wrong in my experience - hiring managers delegate the responsibility for explaining their role, expectations and hiring needs to HR who then explain it to recruiters inadvertently create Chinese whispers in their hiring process, but then are surprised that the quality of cvs doesn’t match expectations - or companies that tell their recruitment partners to “read a job desc and upload cvs into the portal” with no conversation at all 🤢 - recruiters rushing to take down a job brief off the cuff, without asking the deeper questions around why the role is open and what good actually looks like - recruiters not following up to summarise what they are looking for to make sure they understood it well

It's important to understand from the hiring manager their true priorities, and how the role fits into their overall scope. Just reading a job description is not enough to successfully source and attract the right person. Gain an understanding of what the ideal individual will tackle in the first 90 days, what should their strengths really be out of the gate, and what areas can they develop on their journey in this role?

Inbound recruiting is like casting a fishnet, whereas outbound recruiting is like spearfishing. In order to have a very effective recruitment process it's very essential to have a healthy pipeline of potential candidates in the mix to fill the roles in a timely manner. While Inbound recruiting is more popular and high in volume, however, engaging with potential candidates, rather than waiting for them to come to you is crucial in mapping the talent and filling the job vacancies more effectively. It works wonders when combined together!

We don't typically agree with online testing. Recruitment falls within Human Resources, and we strongly believe that you need to maintain a human element. While there are some cases where tests are important, we don't feel in many cases that fits in the beginning stages of the process. We welcome open communication with our candidates to understand overall fit, and not everyone will excel at riddles.

Is coordinating just a mere admin task or is it one of the crucial parts of the recruitment process? If a candidate leaves an interview with a positive impression of the company, they will continue to promote the brand whether or not they are hired. In today's candidate-driven market, candidates often have their choice of job offers. That's why it is important to provide a positive candidate experience! Here are some of the tips to have an effective interview process: 1. Finalise the interview panel and agendas. 2. Prepare the candidate by sharing the interview plan. 3. Use ATS or an interview scheduling tool. 4. Avoid last-minute cancellations/ reschedules. 5. Share timely feedback.