5 Reasons Why Tech Recruiters Are Hiring Managers’ Best Friends

As a recruiter, I want to send a message to all the busy hiring managers out there: some of us want to be your new best friend. 

No, seriously! No one gets it quite like us. We understand the frustration that comes with sifting through hundreds of resumes, all with the added pressure of trying to find the perfect candidate for your team.

And let’s face it, you have a lot on your plate already. You’re running a team, managing projects, and making sure everything is running smoothly. To put it bluntly, you simply don’t have the time to dedicate to the hiring process that it deserves.

We are well aware that recruiters and hiring managers have a long-standing relationship with some mixed reviews. We might not see eye to eye but at the end of the day, we’re working towards similar goals—filling a position correctly and placing the perfect candidate.

Like any healthy relationship, for this bestie match to be successful, there has to be immense trust between both parties.

What’s with the disconnect between recruiters and hiring managers?

Recruiters and hiring managers share the same goal—to hire top-tier candidates for their company. But each of them goes about it in a different way, which is where the problem arises.

They tend to have a strained relationship due to a number of reasons, such as:

• Vague job descriptions are given by the hiring manager
• Hiring managers are unsatisfied with the quality of candidates the recruiter brings
• Recruiters are given unrealistic hiring expectations and timelines by hiring managers
• Recruiters and hiring managers have differing opinions on how they should hire or how long it should take to hire someone
• No proper communication between both parties

Let’s face it. There’s no way recruiters can source and hire candidates alone as they need a hiring manager’s approval. And there’s no way hiring managers can source, attract, and recruit candidates as they simply do not have that kind of time.

To foster better teamwork, both recruiters and hiring managers have to tackle the most common differences and start building stronger relationships. As Katrina Collier says in her newsletter,

Get behind the superficial to the REAL cause of why it’s difficult to work with hiring managers.

Also read: How Engineering Managers Can Help Recruiters Improve Developer Hiring

Recruiters and hiring managers need each other. Here’s why

It’s high time recruiters and hiring managers started getting along. To put it simply, it improves productivity and helps bring in better-qualified candidates. A few more benefits include –

1. Recruiters can fill the role with a candidate that will fit on every level

Recruiters understand that you’re not looking for just anyone to fill a role. You’re looking for the right person with the right set of skills, experience, and personality. When you bring us on during the hiring process, we become an extension of your hiring team.

We as recruiters research not only your company’s specific needs and requirements for the position, but also immerse ourselves in your company’s culture and see what types of personalities are already thriving.

You don’t have to waste time with the “wrong” people because we rigorously screen for and identify candidates that fit your ideal profile.

2. We promise to scale your organization quickly if needed

As tech recruiters, we get that the world of tech is constantly evolving. One minute you’re fully staffed, the next you need to fill a bunch of roles ASAP. That’s where we come in— invite us to your events, introduce us to your team, and let us soak up your company culture. Leverage us in a way that benefits your company. That way, when you need to bring on new talent, we’ll have a pool of candidates ready to go who is a perfect match for your organization.

I’ve seen this work wonders firsthand with a local company. They brought me in, we got to know each other, and when it was time to scale up, I successfully placed over twenty candidates. And the best part? Most of them have stuck around because I knew the company and knew they’d be a great fit.

Also read: Spend A Day With A Tech Recruiter

3. We help you cut down on the time and resources you spend on the hiring process

It’s called a process for a reason, right? Step one is looking at an inbox with 200 resumes, and it only gets more time-consuming from there. Imagine a world where you only have to review 5 perfectly curated resumes and show up for the interview calls.

As your hiring BFF, recruiters are there to walk you through the entire hiring process. This means we can take over screening candidates, sending out calendar invites, preparing for interviews, and all the other parts that tend to take up a little more time than you expect.

Not only that, but recruiters are there to follow up with you, assess how the interviews are going, and pivot accordingly. We know all your other tasks don’t stop when hiring starts, so use our services to your advantage. If you’re looking for a space to prove our value— utilization of time is a great space to start.

4. Allow us to keep you on track with market trends

If it’s been a while since you last had an open position or if you’re looking to fill a new type of role, tech recruiters can provide valuable insights into the current job market and how your company is perceived within it.

We keep a close eye on recruitment trends and can offer objective feedback on your hiring practices. Whether it’s identifying areas for improvement or simply providing a neutral sounding board, recruiters can help you get the most out of your hires.

We also have a deeper understanding of what top talent is looking for in their next job and what drives them.

Also read: Forecasting Tech Hiring Trends For 2023 With 6 Experts

5. We promise to not poach your employees

That may be sounding like one of those “unlikely friendship” videos of a snake and a hamster or an elephant and a sheep, but if you bring on a recruiter we can sign a contract to not pull from your company.

In the spirit of recruiting, the same can’t really be said otherwise. This also doesn’t mean that you need to bring on tons of recruiters to retain your people. What’s most important is that you find a recruiter that’s doing things differently in a way that you like. There are tons of recruiters out there, so it’s important to find someone that’s successful in going about things from a different angle. If they’re standing out to you as a recruiter, they’re most likely standing out to potential candidates as well.

Finally, we’re not just here to fill a role and then disappear. We want to build a lasting relationship with you, one that is built on trust, honesty, and mutual respect. We’re here to help you succeed, and we’ll work tirelessly to ensure that you get the results you’re looking for.

Ways Recruiters Can Improve Their Relationship with Hiring Managers

Building a strong, collaborative relationship between recruiters and hiring managers is crucial for the success of any organization’s hiring process. Here are several strategies recruiters can use to improve their relationship with hiring managers, ultimately leading to more efficient and effective recruitment outcomes.

1. Establish Clear Communication Channels

• Set Regular Meetings: Schedule periodic check-ins to discuss open positions, candidate profiles, and other recruitment-related updates.
• Use Collaborative Tools: Leverage technology like shared documents, project management software, and communication platforms to stay aligned and transparent.

2. Understand the Hiring Manager’s Needs

• Deep Dive into Job Descriptions: Work closely with hiring managers to understand not just the job requirements but the soft skills and team fit that would make a candidate successful.
• Tailor the Recruitment Process: Customize the recruitment strategy based on the specific needs of each position, taking into account the hiring manager’s preferences for candidate qualifications and experience.

3. Provide Constructive Feedback

• Feedback Loop: Encourage a two-way feedback loop where both parties can express their views on the recruitment process, candidate quality, and interview outcomes.
• Actionable Insights: Offer insights into market trends and candidate expectations to help hiring managers adjust their expectations or offers accordingly.

4. Educate on Best Practices

• Training Sessions: Organize workshops or training sessions on the latest hiring trends, effective interview techniques, and diversity hiring practices.
• Policy Updates: Keep hiring managers informed about changes in recruitment policies, labor laws, and compliance requirements to ensure a smooth hiring process.

5. Demonstrate the Value of Recruitment Analytics

• Share Metrics: Regularly share key recruitment metrics such as time-to-hire, quality of hire, and candidate sourcing channels to highlight successes and areas for improvement.
• Strategic Planning: Use data-driven insights to advise hiring managers on strategic decisions like optimal hiring periods, salary benchmarks, and skill set availability.

6. Foster Trust and Transparency

• Honest Communication: Be honest about the challenges and limitations in the recruitment process, and work together to find solutions.
• Celebrate Successes: Acknowledge and celebrate when a great hire is made, reinforcing the value of the partnership between recruiter and hiring manager.

7. Engage in Strategic Talent Planning

• Future Needs Analysis: Work with hiring managers to understand not just immediate but future staffing needs, helping to build a proactive talent pipeline.
• Succession Planning: Assist in identifying internal talent for succession planning, emphasizing the role of recruitment in long-term organizational growth.

Improving the relationship between recruiters and hiring managers requires commitment, open communication, and a shared goal of finding the best talent for the organization. By employing these strategies, recruiters can become invaluable partners in the hiring process, contributing significantly to the overall success of the organization.

At the end of the day, recruiters don’t have to be the bad guy

All we ask of you, hiring managers, is to think of us in a new light and try your best to not discount our potential value. Whether it’s filling a single role or scaling your entire organization, we’re here to be your trusted partner and friend.

So why not take a chance on us? Let’s be BFFs!

Like this article? Subscribe to Taylor’s newsletter through which his goal is to help as many job seekers and hiring managers as possible in tech!

Taylor is Managing Director, Global Solutions Technology Practice Leader, and has been recruiting for more than 10+ years. With a community-minded focus, Taylor also leverages his podcast, texting/email community, discord channels, and conference speaking to build community in the tech industry across the country.