Follow Us:
Recruiting News Recruiting Jobs Recruiting Social Network Human Resources
Memo to a Hiring Manager
From: Simon Meth
To: Hiring Manager
Date: April 4, 2010
Subject: How to work with your recruiter to hire great people!
We’ve been working together for some time now and I’ve noticed some things about how that is going that may be helpful to share with
you. My intent in doing this is to foster increased communication between us so
that we can hire the right people, exactly when you need them, with the minimum
of fuss.
- Please respond to every candidate I submit to you within 48 hours. 24 hours would be better. It doesn’t work to respond only
to candidates that are of interest to you. Just a short note is all I need
about why the candidate isn’t a fit. That way I can learn quickly what it is
you are really looking for and only send you on-target resumes. - Don’t complain to your boss that you haven’t seen any good resumes when you have a stack of resumes you either haven’t
reviewed or haven’t responded to. If you have a concern please call or email me
to discuss it. We’re on the same team here and I intend that you be completely
satisfied. - My goal is to only send you candidates who are a good fit. In fact, I only send candidates that I believe we could actually hire
for the position and whom I want to phone interview. Conversely, I don’t send
resumes of people I don’t want to talk to. - I realize that you may refine what it is that you’re looking for during the hiring process. That’s fine and exactly the way
it should be. Please just let me know if you have new information for me that
may be helpful in our search. - If you have an internal person in-mind for the position, please let me know that right away. Let’s not pretend that we’re
looking for candidates when the requisition is already filled before it even
opens. - Please be on-time for all scheduled phone interviews and in-person interviews.
- Great candidates have a shelf life. If you want to hire the best and brightest candidates we must act quickly and decisively.
- Think carefully about the makeup of your interview teams. Make sure that you will have all the information you need to make a hiring decision.
- When you find a candidate who you like who can do the job we should hire them. Let’s not wait to see if we can find someone
better. There is always someone better out there! Let’s hire the one we have
and open another requisition if we want to continue the search. - Never talk with candidates about their compensation expectations. That’s my job.
- Never attempt to negotiate with or close a candidate. That’s my job.
- Never make promises or share anything off-the-record with candidates. Focus all your discussions on the candidate’s ability to do the job.
- Be prepared for your new employee’s first day. Be ready to welcome them and have their workspace ready and stocked with supplies. Have some real work for them to do when they start.
- If you ever have any information or concerns that may potentially impact filling your requisitions, please call me immediately.
I’m here to serve you and I really want to work with you to find the right
people quickly and efficiently.
Cheers!
Simon
Your Corporate Recruiter
-
Comment by Charles Van Heerden on April 4, 2010 at 11:05pm -
On the mark Simon! Oh, the joys of hiring managers who urgently needs new staff, but make the whole recruitment process a low priority, but then complains about how long it takes. Though it takes more time, I prefer to join the hiring manager during interviews, being highly involved during the first meeting when we review applicants, to the interview process and the various interviews, including final interviews, making a decision collaboratively to appoint the right person for the job.
-
Comment by Sandra McCartt on April 4, 2010 at 11:29pm -
I like it, i like it. Did you send the memo? If so how was it received and has it helped to create a better partnership with your hiring managers?
-
Comment by Simon Meth on April 5, 2010 at 8:37am -
Thanks Charles! Most quality corporate recruiters ask themselves often, "What can I do to forward the action?" You can sit on it or you can find a way to move things forward...
-
Comment by Simon Meth on April 5, 2010 at 8:38am
-
Thanks Sandra! I have not sent this particular memo. I have had many conversations with hiring managers over the years that formed the basis of "the memo". Now that it's published on the Web, I may just send the link to some of my "favorite" hiring managers...
-
Comment by Barbara Goldman on April 5, 2010 at 1:12pm -
This is great, thanks for the post
-
Comment by Chris Fleek on April 5, 2010 at 3:18pm -
I think a document like this could be used effectively at the beginning of an engagement - to help set appropriate expectations. Great article Simon - well done.
-
Comment by Simon Meth on April 6, 2010 at 12:00am
-
Thanks Barbara! It's always good to get positive feedback. Cheers!
-
Comment by Simon Meth on April 6, 2010 at 12:01am
-
Thanks Chris! Appreciate the comment. The memo is really a metaphor for the conversations I routinely have with my managers.
-
Comment by Simon Meth on April 15, 2010 at 11:42pm
-
Just got this great acknowledgment by email:
Oh, more than that. I shared it with the HR Director and we're using your blog as our tool to revamp our recruitment department at our next monthly meeting. It's what I've been asking for all along, I guess it just had new meaning when it was seen in print. :-)
Thanks again, looking forward to more
Comment
Recruiting Communities
Featured Partner
Member Offers
Blogs Trending Now...
Sponsor
Groups
© 2013 Created by RecruitingBlogs.
Powered by
About RecruitingBlogs.com
RecruitingBlogs.com was founded in 2007 and is the social network for recruiters and HR professionals with over 35,000 members and over 21,000 blog posts and forum discussions. Its global online network provides recruiters with a forum to share, interact and collaborate with one another.
Latest RBC Announcments
You need to be a member of RecruitingBlogs to add comments!
Join RecruitingBlogs