How can you give effective feedback to hiring managers?

Feedback matters because recruiters often have our finger on the pulse of what is really happening out in the market, and it can be the greatest tool in shifting us from order takers to consultants in the hiring process!!

Feedback is critical in all aspects of a business, and this is is certainly one of them. Most companies don't even realize it, but they are literally their own worst enemy when it comes to hiring. It starts with understanding what their current systems and processes are in place. Most often, they are operating poor systems and processes or simply putting out job postings hoping that works. Our job as recruiters is to own our position, and guide them on the best strategies and tactics to effectively hire not just one position, but many.

Feedback need not be formalized and inundating. Hiring is a fluid activity, and the feedback can be fluid as well. Recruiters should have confidence and authority in the feedback they provide and not be questioned to provide historical graphs, data, etc to support their position. Golfers hire experts to help with their swing - they don't question the feedback given from the swing coach and require documentation when feedback is given. In order to move quickly, adjust, and improve feedback should be structured, but informal and fluid in my opinion.

Anonymizing feedback from candidates and showing it to them directly can help hiring managers open their eyes to how candidates are feeling. This also helps avoid the anger towards the messenger.

Historically in the recruitment and hiring process, HR has often been viewed as merely an “advisor” who can be somewhat discounted or even completely ignored. Managers who want to achieve a better success rate in their hiring should seek to partner with HR to get their guidance on things like: -Do a candidate’s skills and experience translate well to the job requirements? -What soft skills do they bring with them? -How will they mesh with an existing team? -Are there any red flags that come up? -Do they fit with the overall organizational goals both short and long term? HR are your people experts, utilize their insights!

Make feedback a follow-up to actions and decisions that the Recruiter and HM have mutually agreed upon. 1) At the intake stage, start a collaboration doc(e.g. Gdoc) and capture every possible detail about the req/process. Identify key collaborators/decision makers involved in the hiring process and outline their roles &responsibilities, SLAs/deliverables from all parties involved. This doc will be your single point of truth. 2) Share a realistic hiring timeline visual with your HM, and showcase the e2e process by breaking down each step, from intake discussion to bums on seats. 3) Build dashboards to showcase how hiring is trending for each HM. 4) Intentionally incorporate feedback touch points into the timeline and lean on points 1-3.