How to Manage Your Hiring Manager

how to manage your HIRING MANAGER

Mark Tortorici Sourcing & Training Manager [email protected]

Mark Tortorici is the Training and Sourcing Manager at netPolarity, a Silicon Valley-based contingent workforce solutions provider serving Fortune 500 companies nationwide. Since 1997, Mark has trained thousands of technical staffing professionals including hundreds at Google, where he taught sourcers and recruiters onsite throughout the company’s global staffing organization. Mark is also the head instructor for netPolarity’s newly-launched MARS (Master Accreditation in Recruiting and Sourcing) program, which has gained early traction, with iconic companies such as Apple and Facebook among the program’s first clients. ��

about Mark Tortorici

what is the problem?!


Hiring managers have it rough. !


Sometimes they are forced to look through piles and piles of unqualified “I’ll throw everything at the wall and see what sticks” type candidates. !


Sometimes they are forced to look through piles and piles of unqualified “I’ll throw everything at the wall and see what sticks” type candidates. !!


If you spam the hiring managers with unqualified

candidates*, then you will find yourself on the losing end of

a battle.

Or worse yet…ignored.!

!!!

(I will talk about those problems in a separate ERE

workshop that I’m doing in Hollywood, FL called

“Improving Your Staffing Process Through Quality of

Hires”) !


Hiring Managers are often tasked with the impossible odds of a “one size fits all” solution that they are forced to impose on every position they hire for. !

what This way of thinking can be for many reasons and come from many sources, including: !

is the problem?!

what This way of thinking can be for many reasons and come from many sources, including: !•  Low hiring budgets!

is the problem?!

what This way of thinking can be for many reasons and come from many sources, including: !•  Low hiring budgets!•  Unreasonable job requirements!

is the problem?!

what This way of thinking can be for many reasons and come from many sources, including: !•  Low hiring budgets!•  Unreasonable job requirements!•  “Everything plus the kitchen sink” ideals!

is the problem?!

what This way of thinking can be for many reasons and come from many sources, including: !•  Low hiring budgets!•  Unreasonable job requirements!•  “Everything plus the kitchen sink” ideals!•  And an “oh my lord we needed this yesterday - get someone in here now” sense of urgency. !!

is the problem?!

what is the solution?!

For this presentation, we will talk about the hiring manager interactions that you can improve within each step of the hiring process, and what to do when you hit road blocks. This includes: !

Managing Your Hiring Manager!


For this presentation, we will talk about the hiring manager interactions that you can improve within each step of the hiring process, and what to do when you hit road blocks. This includes: !!

1.  A checklist of what you should be walking away with from a req meeting!




1.  A checklist of what you should be walking away with from a req meeting!2.  How to write the best job requisitions!




1.  A checklist of what you should be walking away with from a req meeting!2.  How to write the best job requisitions!3.  How to ask the right questions of the hiring manager!




1.  A checklist of what you should be walking away with from a req meeting!2.  How to write the best job requisitions!3.  How to ask the right questions of the hiring manager!4.  Ways to target the best profiles!




1.  A checklist of what you should be walking away with from a req meeting!2.  How to write the best job requisitions!3.  How to ask the right questions of the hiring manager!4.  Ways to target the best profiles!5.  How and when you have to pitch a different candidate profile to a hiring

manager and how to do this successfully!




1.  A checklist of what you should be walking away with from a req meeting!2.  How to write the best job requisitions!3.  How to ask the right questions of the hiring manager!4.  Ways to target the best profiles!5.  How and when you have to pitch a different candidate profile to a hiring

manager and how to do this successfully!6.  How to deal with a candidate pool that is well out of your budget range.!


do we do this?!how

it all starts !with the req…!


Whether you are an internal recruiter, a staffing coordinator, a VMS partner, or a contingent recruiter, you need to get the right information out of the hiring manager. !1


Whether you are an internal recruiter, a staffing coordinator, a VMS partner, or a contingent recruiter, you need to get the right information out of the hiring manager. !!!!!!!!!!!!When you start working any requisition, your first order of business should be an initial “Req Huddle”. This meeting is crucial, no matter what type of recruiting that you do.!

1

do we do this?!how •  What are the items of information that we typically gather from a job description? !!

do we do this?!how •  What are the items of information that we typically gather from a job description? !

•  Do they tell us everything that we need to know? !!


•  Do they tell us everything that we need to know? !

•  Are they specific enough? Or are they too general? !


•  Do they tell us everything that we need to know? !

•  Are they specific enough? Or are they too general? !

•  Is the fear of missing any job seekers causing the company/hiring manager to create generally vague descriptions that seem impossible to fill? !

how do we do this?! Req Huddle!

These are the key elements that will help you get the right information from your hiring manager when working a new req:!!!!!


Why has this position been created? What need are we trying to fill? !!!!

1


Why has this position been created? What need are we trying to fill? !!!!

1 What is the product being developed, or what is the project that is being worked on / managed? !2


What environment/companies would you like to see your candidates come from? !!This is a question that you probably should already know, so when you ask, make sure you state the ones that are obviously already known. !!

3


For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to: !!“Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?”!!

3


For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to: !!“Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?”!!(This lets the manager know that you understand the technical / competitive landscape, and they will not treat you like some inept recruiter who doesn’t understand the different between C++ desktop application development and PHP / C++ web application development.) !

3


What are the qualifications for your perfect candidate profile? !!4


Now this can be a loaded question, because hiring managers will ALWAYS want to find the candidate that fits an exact mold of: !!4


Now this can be a loaded question, because hiring managers will ALWAYS want to find the candidate that fits an exact mold of: !!a)  themselves !

4


Now this can be a loaded question, because hiring managers will ALWAYS want to find the candidate that fits an exact mold of: !!a)  themselves !

b)  the person who vacated the position they’re trying to fill. !!

4


The trouble is, this does not allow any job growth for the person that you’re trying to hire. You can still get these “perfect specs” and look for them, but you will also want to ask your hiring manager if they will take a look at other profiles. !

4


For example, we had a position for a TMS320F series DSP Engineer position in British Columbia that needed to speak Mandarin. But you also have to consider some “alternate profiles” if you can’t find the exact one. !4


Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation. !!5


Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation. !!!Instead, you want to pitch these alternate profiles to the hiring manager yourselves. !!!!!!!!!!This will come from experience and understanding of the entire industry landscape, similar technologies, available candidate pool, and any geographic limitations. !!

5


This means that you have to do your research before you start asking questions. !5


For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. !5

Perl Developer?

Python Developer?


For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. But will the manager consider development in a different language, such as Perl? !!!!!!!!!!!!!!Since the syntax of Python is so similar to Perl, the option might be plausible. !

5

Perl Developer?

Python Developer?


Another example: If your client wants to find a data center Project Manager in Iowa, do they understand what the candidate job pool is out there? Your client wants the Project Manager to have experience with distributed applications in a data center, but will they take a Project Manager with experience in a Telecom / Service Provider environment? !

5


Also ask your hiring manager for the resumes of candidates that have been hired for this position in the past, or candidates that were offered the job but did not take it. !6

Find Those Impossible to Find Candidates! There are many different approaches to this step. I, along with many others have developed different ways that you can get to these candidates. But in general:!

find them now!! Start Your Search!


When you start off your search, always get the bulls-eye candidate profiles first. !!In other words, start with that near-impossible profile that your hiring manager described to you. !

1

You call this ��a match???


Use the answers to the questions that you asked the hiring manager to build your search. !2


When you envision what this profile looks like, always think of as many variations that you can have with this profile. !!3


When you envision what this profile looks like, always think of as many variations that you can have with this profile. !!If your client wants a candidate that can do Risk Assessment for an IT security project, then think of the different ways that those candidates describe their experience: !

3


When you envision what this profile looks like, always think of as many variations that you can have with this profile. !!If your client wants a candidate that can do Risk Assessment for an IT security project, then think of the different ways that those candidates describe their experience: !

3

(“risk assessment” OR “risk analysis” OR “risk analyst” OR “manage* risk” OR “analyze* risk” OR “security risk*”)!


Also use the answers that you were able to extract to put together your job description. !!4


Also use the answers that you were able to extract to put together your job description. !!As a general rule, your job description should be a summary of what the project is, what tools will be used, what responsibilities are covered, what management skills are needed, and what educational background is required. !!The description should NOT read like your grocery shopping list. !

4

turn up the heat!! Sense of Urgency!

Instill a Sense of Urgency and Turn Up the Heat!!!Good recruiters, as we all know, establish a sense of urgency with the candidate. But this sense of urgency needs to also be conveyed to the hiring manager. !


If you have a candidate on the hook that is exactly what the hiring manager needs, then let the manager know that the candidate will not stick around forever. !1


How many times have we submitted a candidate to the hiring manager with no response, and a couple of months later the hiring manager wants to know if the candidate can come down and interview?!2


After you finish laughing yourself silly, you might wonder why hiring managers think that your candidate will hang around for two, three or FOUR months! !3

Ha ha ha ha… ��wait a second,

seriously?


Make sure that you communicate your candidate’s uniqueness, availability, and offers/companies they are considering. !!And the fact that they are indeed so good, that they will not wait around. !

4


Don’t be afraid to tell the hiring manager these things! Everyone needs a new perspective once in a while. And sometimes hiring managers are so busy with their own jobs that they sometimes forget to place a little more importance on the hiring process until it’s too late!!

5

show me the money!! Sense of Urgency!

Ah yes….money. !!!!!!!The hiring manager has a not-so-competitive budget for their hires (they are probably not to blame here), and all of the best candidates that are a perfect fit for the job are at least 20% over budget.!


It can be a horrible feeling….like having the winning lotto ticket in your pocket, but stranded on a desert island with no way off! !

But why is the rum gone?!?!


Make sure to do your due diligence and decisively identify all of the best talent in the area. !!!


Make sure to do your due diligence and decisively identify all of the best talent in the area. !!!If the best candidates are slightly over budget, and there is absolutely no one else, then you need to communicate that to the hiring managers. !!


Make sure to do your due diligence and decisively identify all of the best talent in the area. !!!If the best candidates are slightly over budget, and there is absolutely no one else, then you need to communicate that to the hiring managers. !!Just make sure that this is true, because if a competing agency or another recruiter finds a candidate within budget, then you’ve lost your credibility. !

Go to bat for your candidates! If you successfully screen your candidates and you see that they have the right experience, then push to get that candidate in front of the hiring manager. !

casey at the bat!!

This could be anything from a simple candidate write up:!1

casey at the bat!!

This could be anything from a simple candidate write up:!!•  10 years Project Management experience !•  Worked at Time Warner Cable managing a server farm build-out to support TWC application/video servers!•  Active PMP Certification !•  Linux/Unix systems experience !• Actively interviewing, expecting offers next week!!

1

casey at the bat!!

…To a phone call to the manager explaining what the candidate landscape is, what candidates are available, and why your candidate can do the job. !!2

casey at the bat!!

…To a phone call to the manager explaining what the candidate landscape is, what candidates are available, and why your candidate can do the job. !!Again, if you know the job functions, competitive industry space, technology, and geographic candidate pool is, then you can make your case with decisiveness. !

2

casey at the bat!!

make sure you…! Feedback!

Make sure that if your candidate does not get hired, that you find out as much information as to why.!!!This will only help you in refining your search.!!!!Just like any person in the world, the hiring manager can also change their minds about what they are looking for!!!

in SUMMARY WHAT DID WE LEARN?

•  Just like with candidates, you sometimes have to set expectations with the hiring manager. !

•  By asking all of the right questions in the req huddle, you can be a step ahead of the competition. Do your research! Know the job! !

•  Understand when you have a good candidate profile in hand. !

in SUMMARY

•  Do yourself a favor and research the job market and candidate landscape for that particular search. !!!•  If your candidate is worth it and you believe they are the one, then go to bat for them. !!!•  You should have a good idea of what the hiring manager needs after the question and answer sessions that you spend with them. !

in SUMMARY

important Future Events

July 21: Advanced Sourcing with Mark Tortorici

Full-day session at netPolarity HQ in Campbell, CA

8-hours of intense sourcing techniques that will put you above the competition. This one covers everything!

Contact: Lisa Amorao at [email protected] for details.

There’s more where this came from!

Fall ERE Expo Workshop: Improving Your Staffing Process Through Quality of Hires

3 hour workshop by Mark Tortorici

How to use technical know-how, sourcing tricks, interviewing questions, and negotiating to better manage the hiring process.

Contact: Lisa Amorao at [email protected] for details, or visit http://www.ereexpo.com/2012fall

important Future Events

There’s more where this came from!

ask Mark!

Ask your most profound questions and Mark will answer ��in a post on Staffing alchemy: http://blog.netpolarity.com

ask Mark!

Ask your most profound questions and Mark will answer in a post on Staffing alchemy: http://blog.netpolarity.com

•  Facebook: https://www.facebook.com/MARSbynetPolarity

•  Tweet us: @netPolarity

•  MARS website: http://mars.netpolarity.com/ask-mark

Mark Tortorici | Manager, Sourcing & Training | netPolarity | 408.971.3736 | [email protected]!

www.netPolarity.com

managing YOUR HIRING MANAGER

Special thanks to ERE for organizing this webinar

How to Manage Your Hiring Manager

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