Responsibilities of a Hiring Manager

Hiring managers have what may be the most important role in the hiring process. However, with recruiters, talent acquisition specialists, and even hr all potentially getting involved, it can be difficult to know your place. Who does the hiring in a company, at the end of the day? Does the hiring manager make the final decision? Is there a basis for how hiring managers make decisions? If you’re new to all this, knowing the hiring manager job description would go a long way.

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The good news is, .Jobs knows what a hiring manager does, and what helps them do it well! We’ll go over the essential and exceptional responsibilities of a hiring manager. And when you’re ready, you can work with the .Jobs network of targeted sites (like our popular US.Jobs) to take your recruitment to the next level. But that can wait. For now, read on!

Hiring Manager Vs Recruiter

We don’t mean to imply that hiring managers and recruiters are at odds! The opposite is true; they work closely together towards the same goal. But a hiring manager vs recruiter has different but complementary roles in the recruitment process. Recruiters do the middle 50% of the work. They help with creating a job ad, but they mostly take over the next steps. “Selling” the position, gathering applicants, establishing a relationship with candidates, making the first couple batches of cutting candidates, etc.

The hiring manager job description, meanwhile, is less set in stone. They’re usually the one who identified a role needed in their department, or they’re the contact in that department. It’s the hiring manager who establishes the particular needs for a role and writes the job ad. After the candidates have been narrowed down, a manageable number will have a hiring manager interview. This may go on for several rounds of interviews and cuts. At the end of the day, the hiring manager takes input from the recruiter, but decides who they want. The recruitment process is usually bookended by them; 25% at the beginning, 25% at the end.

To summarize: Recruiters do this for a living, and bring in / narrow down applicants. Hiring managers are taking on this responsibility temporarily, establish needs, and make final decisions. So, who does the hiring in a company? Both recruiters and hiring managers. But does the hiring manager make the final decision? Yes!

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What Makes A Hiring Manager Good At Their jobs

  • Identify job requirements. Talk to your team, and look into what needs could use filling in your department. Don’t just think about the role, think about particulars. What do you need? And what would make a candidate good, or better than others, at filling those needs?
  • Set expectations. After the previous point, you may form an idea in your head of your ideal candidate. Don’t hold on to this ideal too tight! The people you bring in will always be different from what you imagined. But different isn’t always bad; sometimes, it’s even better. And now matter how urgent your need, “now hiring” doesn’t always mean instant results.
  • Request transparency. There are many routes your recruiter can take to start gathering applicants, but transparency benefits you. You may end up steering part of the process in a different direction. (Just don’t over-direct!) We make this easy at .Jobs with easy to understand applicant tracking. After all, we want to make the process easier for everyone!
  • Search internally. Either encourage the recruiter to look within the company, or encourage coworkers to look into the opportunity. They already have insider knowledge of the workplace!
  • Be wary of bias. Whether you had an idea of a candidate in your head, or the recruiter does things a particular way, you both may find your candidates have commonalities you didn’t intend. Challenge yourself to consider people outside of that comfort zone.
  • Keep healthy relationships. Both with the recruiter and potential candidates! Recruiters usually have a way of working that works for them; let them do their thing. And remember, the hiring manager is usually the final gatekeeper between a candidate and a job. They also may not meet you until late in the process. Be sympathetic and honest with them.

What A Hiring Manager Should Look For

  • Candidates who check many boxes. How hiring managers make decisions isn’t always dependent on who’s most qualified. At the same time, keeping track of who meets your needs and also your “nice to have” checkboxes will help you down the line. Have a way of marking these people in your notes.
  • Candidates who look good outside of the job. Things like social media presence, attire, and self-presentation shouldn’t be THE deciding factor for a hire. But they should be a factor, especially if competition is stiff.
  • Candidates who surprise you or catch you off guard. Did they send a handwritten thank you note afterwards? Did they ask interesting or insightful questions about the job? Were they not what you expected? Anything that stands out to a hiring manager is worth rewarding.

How .Jobs Can Help A Hiring Manager Work Better

We at .Jobs use our network of tens of thousands of targeted job search sites to make recruiting easier. For instance, if you post a US based job with us, we’ll host it on our popular US.Jobs and a litany of related sites. A hiring manager could rest easy knowing their carefully written job postings are in front of interested parties.

Of course, as we mentioned above, our applicant tracking makes a transparent process easy. We also offer industry low rates starting at just $99. We make recruitment low risk, high reward for everyone involved. Contact .Jobs today to see how we can meet your recruitment needs!

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