Hiring Hacks: Prep for Success: Recruiter and Hiring Manager Partnership 101

PREP FOR SUCCESS:

Recruiter and Hiring Manager Partnership 101

Today’s Moderator

Partner Program Manager

Jillian Trubee

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What’s Greenhouse?

Greenhouse is a robust recruiting software designed to help you attract, hire, and retain the best talent.

• Effectively manage candidates for a great candidate experience

• Analyze your pipelines for a quick time-to-hire

• Easily pull reports on the metrics that matter most

•Foster easy collaboration across hiring teams

What’s Codility?

Codility is a tech recruiting tool that helps teams screen, interview, and hire stronger programmers, faster.

• Send automatically graded coding tests to candidates

•Gain objective insights through code performance measures • Identify the programmers you want to connect with first• Streamline screening to save recruiters and hiring managers time

1. Introduce Speakers

2. Define the Goal

3. Define the Roles

4. What It Means to Create Alignment

5. The Kick-off Meeting

6. The Recruiting Process

7. Q&A

Agenda

Speaker Highlights

Ariana Moon

Greenhouse

Senior Recruiter

Paweł Rzymkiewicz

Head of Engineering

Codility

The Goal: Creating Recruiter-Hiring Manager Alignment

What is the Recruiter’s role?

● Has a pulse on the talent market

● Knows sources that generate high-quality candidates

● Speaks with the most candidates

● Has real-time insight into the recruiting process

● Advises on the hiring team’s decisions

What is the Hiring Manager’s role?

● Understands the business need & goals for a new hire

● Defines what contribution an ideal hire should make

● Knows the skills needed to contribute on this level

● Creates alignment on the interviewing team

● Makes the decision to hire

The Recruiter: Create alignment by being a

Strategic Partner to your Hiring Manager.

The Recruiter: Create alignment by being a

Strategic Partner to your Hiring Manager.

● Communicate: Proactively provide information.

● Participate: Be an involved partner.

● Be transparent: Share expectations and hold

each other accountable.

The Hiring Manager: Create alignment by coming

in with preparation and coming out with agreement

The Hiring Manager: Create alignment by coming

in with preparation and coming out with agreement

● Come prepared & save your Recruiter’s time

● Communicate mutual expectations and come out

with an agreement

Part One: The Kick-off Meeting!

The Recruiter: Communicate!

1. What is the business need for the role?

2. What does our ideal hire look like?


1. What is the business need for the role?

2. What does our ideal hire look like?

3. Would other companies describe this role

differently? How to sell the role?

The Recruiter: Participate!

1. Come prepared! Bring your own knowledge

and market research to the meeting.




2. Identify gaps in the information provided by

your HM. Ask questions!




2. Identify gaps in the information provided by

your HM. Ask questions!

3. Provide sample sourcing profiles.

The Recruiter: Be Transparent!

1. Map out a communication cadence.

a. Over-communicate. :)


1. Map out a communication cadence.

a. Over-communicate. :)

2. Set expectations through data.

a. Provide an estimated timeline

for the role by using data from

past pipelines.

The Hiring Manager: Preparation & Alignment

● Save your Recruiter’s time

○ Have a clear idea about who you’re looking for

● Specify the position clearly

○ Define the expected level of contribution &

skills

● Kick-off Meeting

○ Recruiter

○ Hiring Manager

○ Interviewing team

● Goal → we’re aligned and ready to start

recruitment!

The Hiring Manager: Kick-off & Alignment


● Recruitment goals & role requirements

● Seniority level /contribution level

● Skills verification

○ Technical / Non-technical

○ How? Who? When?

● Good answers definition

Part Two: The Recruiting Process!


1. Implement a communication cadence.



2. Hold your HM accountable.

a. Make sure they know that recruiting is a

reciprocal process!



2. Hold your HM accountable.

a. Make sure they know that recruiting is a

reciprocal process!

3. Continually ask for feedback.


1. Be data-driven. Provide progress reports to:

a. Incentivize your HM to be involved.

b. Make process improvements.

Pipeline Report





2. Get to know the hiring team.





2. Get to know the hiring team.

3. Set your interviewers up for success!


1. Update your HM on the health of your pipeline.

a. Be reliable!


1. Update your HM on the health

of your pipeline.

a. Be reliable!

2. Update the interviewing team

on decisions made on

candidates so they know the

result of the time they’ve

invested into interviewing.

The Hiring Manager: Recruitment Process,

Alignment & Learnings

● Check-in regularly with the Recruiter to

calibrate and refine the process

● Analyze the process pipeline to look for

improvement opportunities

● Retrospect after the process / be open to

feedback

The Hiring Manager: Recruitment Process,

Alignment & Learnings

Questions

Speaker Emails

[email protected]

[email protected]

mailto:[email protected]

mailto:[email protected]

Hiring Hacks: Prep for Success: Recruiter and Hiring Manager Partnership 101

Recruiting & HR

Transcript of Hiring Hacks: Prep for Success: Recruiter and Hiring Manager Partnership 101