Share what you know with millions of people
Focus is the best place to turn what you know into remarkable content
0
As an experienced recruiter, how do you best manage disagreement w/ ur hiring mgr(s) on candidates?
Do you know how many times I've heard a recruiter say, "I told him not to hire that guy," as
"that guy" is headed out the door for any number of short-comings? Too many.
What can recruiters, who are theoretically expert advisers on the quality and fit of candidates, do to ensure hiring managers don't hire the wrong "best" candidate?
Events
- Dos and Don'ts of Small Business Marketing May 29 @ 11 am PT
- Lead Nurturing 202: The Next Generation May 31 @ 11 am PT
- The Tricks to Paid Media June 6 @ 11 am PT
- Display Advertising for Brand Awareness June 20 @ 11 am PT
Related Activity
3 Answers
Hmm. Charlie as I suspect as you are certainly no rookie the big issue is what makes the candidate "wrong"?
As you know I am a big believer in hire hard-manage easy. If we have done a good job of defining the spec (not the job description) including our attributes. qualifications, and organizational fit characteristics and we have used a good valid assessment to validate selections and a manager still insista on hiring a candidate outside of the parameters I have historically expressed my conerns to the hiring manager in writing and even gone so far as to involve their supervisor.
If it is a case where both candidates (or more) meet the parameters and it is a matter of opinion it isn't worth going to war over.
As we both know a big part of winning this battle is building your bona fides and trust up front.
My solution has political and potential personal ramifications so it is critical to understand this is about what I sincerely believe to be best for the business, not my ego.
In the event the manager (and their boss) decide to hire the person then I try to support them to make the person successful. If the candidate "crashes" I try to make it a learning/trust building opportunity.
Have a valid defense on why you have chosen the candidates for the HR mngrs citing their own summary of qualifications and bullet the cross over showing best value added to their business not just for the financial gain but to also show their intangible assets as well.
If you are a recruiter who is doing is job and has done all of the prework you will never hear his comment. That means
1. Make sure you and the hiring manager are in agreement to what the successful candidate looks like. Capacity, Attitude, Personality, Skills, and past Accomplishments.
2. Make sure the hiring manager knows how to interview.
3. Make sure the hiring manager only see viable canidates.
Separate note: I hear moe often why did the recruiter send me such a YO YO
Answer This Question