Two Ways Poor Communication is Sabotaging Your Placements

You’re submitting candidates and your hiring manager is turning them down again and again. Your candidates are getting into interviews and all of the sudden the deal is blowing up. It happens to the best of us and most of the time can be avoided with sound communication between the recruiter and the hiring manager.

The biggest problem that I run into with hiring managers is the split in communication. Oftentimes you’ll get the job requirement from the hiring manager and they’ll fill in the blanks, giving you a better understanding of the personality they’re looking for and what kind of person will fit well with their team.

The recruiter will start their search and find candidates based on what they understood on the initial conversation with the hiring manager and one of three things will happen:

The hiring manager will shoot down every candidate you submit. This is usually because of a misunderstanding between recruiter and hiring manager. Did you misinterpret the needs they have? What did you miss in that initial conversation?

Candidates will land an interview, but they are never the person your hiring manager is looking for. The hiring manager will say something like, “They weren’t a fit for my team” and shoot down the candidate despite how perfect they were on paper. Solve this problem by asking to quietly observe an interview.

A great example of this is a hiring manager I had worked with in past. None of my candidates were getting past the interview, so I asked if I could observe to figure out what was happening during the transition from paper to person. It turned out that the hiring manager was interviewing for a different job than I was recruiting. The weighted importance of the requirements was not matching up on paper, and the job wasn’t as junior as the hiring manager had implied. With two different jobs rolled into one, no wonder the managers were having a hard time filling the positions. We adjusted the questions and the job description to find more suited candidates.

The third situation? Everything works out perfectly.

Avoid sabotage by making sure that your hiring manager knows the importance of a good job description. When they ask for five years experience, ask them exactly what five years of experience in that position will give your candidate. Clarify what you don’t understand and get into specifics.

Everything comes down to an accurate job description and excellent communication between hiring manager and recruiter. If you have a bad job description, everything will slide from there.

David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list to stay updated on upcoming training sessions as well as coaching openings.


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