Part 1: Developing a Recruiting Strategy That Works|Part 1: Developing a Recruiting Strategy That Works
interview questions to ask when interviewing job candidates

Hiring Manager Roadblocks, Developing a Strategy to Overcome Them

This blog post is the first in a series of five posts based on our collaboration with Greenhouse, 10 Hiring Manager Recruiter Roadblocks and How to Overcome Them.

Think back to the last time you searched for a job. You probably prepared, spent time showcasing your personal and professional attributes and then waited. Far too often, candidates don’t hear back from recruiters or hiring managers because of a severe lack of communication internally.

This lack of communication is frustrating and seriously slows down the hiring process. To keep your candidates in the loop, it’s imperative to keep an open line of communication between your recruiter and hiring manager.

Why does this happen?

There are many reasons this poor communication could take place. First, many recruiters and hiring managers note that they “don’t have time to write feedback,” while others are too busy with constant interview schedules.

Because of their crammed schedules, hiring managers often feel like they don’t have time to meet about candidates but instead want their recruiting teams to just bring in the next one. The hiring process is not only time-consuming, but can be stressful in identifying the right person for your job. Hiring managers feel that the task is “too cumbersome to leave feedback” — essentially, that it’s ineffective and unnecessary.

Instead of making this process more stressful, there are a few simple solutions to make your recruiting efforts work for you. Tip number one? Recruit smarter, not harder. Here are a few ways to do that:

1. Make Feedback Easy to Give

When a task doesn’t feel like a chore, and the process has a visible impact, then the interview team members are more likely to provide that much feedback. At Glassdoor, we’ve instituted a simple thumbs up, thumbs down or middle of the road rating system and then added in an additional standard three questions to evaluate depending on skill set. If the interviewer wants to add more feedback, we always accept it, but this system maintains consistency and also gets the recruiter the core information necessary to know how to quickly move forward with candidates.

[Related: Three Pieces of Unfiltered Feedback for Managers you Need to Hear]

2. Set Up a Weekly Debrief Meeting

If hiring managers are completely adverse to leaving feedback in your ATS or if your ATS makes it too difficult to leave feedback, it’s a good idea to have a weekly recruiting debrief meeting where you can review all candidates in the mix, talk about folks who you’ve interviewed in the past, who you want to move forward with or even who to cut loose. This definitely isn’t ideal, because you want to have feedback in your ATS, but at least this way, the recruiter can potentially always add a quick note on behalf of the managers and also know how to close out candidates and keep them moving forward to additional steps.

3. Go Straight to the Top

No one makes a better advocate than the person in charge. Generally, your department head understands the importance of recruiting the best and will be willing to request feedback from your team. They’ll also be the best at getting everyone on the same page and ensuring everyone is in constant communication.

At Glassdoor, we want to make it easier to stay in constant communication with your team throughout the recruiting and hiring process. Check out our webinar, 10 Hiring Manager Roadblocks and How to Overcome Them to learn more about common recruiter vs. hiring manager challenges and tips for success — and stay tuned for the next four blog posts in this series!

Learn More & Download: 

Hiring Manager Checklist + Satisfaction Survey