When a new hire turns out to be a star employee, both the recruiter and the hiring manager can pat themselves on the back for their brilliant choice. Conversely, a bad hire raises questions: who was responsible for selecting that candidate? Put differently – because hiring shouldn’t become a blame game – who needs to improve their recruiting tactics next time?
The first answer that usually comes to mind is “the recruiter.” After all, it’s their job to recruit, so they must be responsible for hiring the right people. But there’s a fine line between being responsible for a process and being responsible for the outcome of that process.
So, what does it really mean to be “responsible for hiring”?
When talking about responsibility in hiring, we actually refer to the outcome (the person who gets hired), not the entire process (the journey up to the point when they get hired). And while the recruiter manages the process, it’s the hiring manager who actually closes the deal. So, hiring managers are the decision-makers; they have the final say as to who gets hired and who gets rejected. They own the outcome of the recruiting process. And when there’s a bad hire, the hiring manager is the one who should investigate what went wrong.
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Hiring managers have several duties throughout every recruiting stage, and those duties can only be tackled by hiring managers. Even if the recruiter has provided a shortlist of very promising candidates, it’s still up to hiring managers to dig into candidates’ abilities and identify who fits the bill. Only the hiring manager is able to:
Evaluate candidates, uncover their potential and reject those who look good on paper but may lack the necessary job-related skills
Inform recruiters that they need to continue looking at new candidates because no suitable candidate has been identified yet (instead of settling for a substandard option)
Impact the winning candidate’s decision to accept the job offer
Related:How to fully engage hiring managers in the recruiting process?
The recruiter’s share of responsibility
While the hiring manager takes responsibility for the outcome, this by no means implies that the recruiter’s role is minor or simple. Recruiters lay the foundation for hiring the right people. That’s because they use their expertise to:
Build a strong pool of candidates where hiring managers will look for their next hire
Train hiring managers on interviewing techniques and keep them on track so that they get back to candidates in a timely manner
Recommend and implement effective assessment methods that help evaluate candidates objectively
Think of this analogy: in a magazine, writers write the articles and editors sign them off. Without the writer, there would be no articles to start with. But it’s the editor who reviews the copy and approves to have the article published when they’re absolutely confident about its quality. When writers fulfill their tasks carefully, that makes the job of the editor easier. Still, editors are the gatekeepers of what gets published and what needs to go back to the writer for additional work.
Likewise, good recruiters will play a vital role in hiring. They’re dedicated to finding the best of the best candidates. They build a strong employer brand to consistently attract good applicants. And they speak up when they notice dealbreakers. That’s how they make the hiring manager’s job easier and support the hiring manager all the way. But, ultimately, it’s the hiring manager who makes the final decision on who gets hired and who doesn’t.
Responsibility doesn’t mean blame
Assigning responsibility to hiring managers is not about pointing the finger at someone (or letting someone else off the hook) when things don’t go as anticipated. It’s about understanding the level of commitment and the contribution that hiring managers are expected to make. Hiring managers who know they’re responsible for hiring the right people are actively involved in every step of the process. And they raise their hand to say “I need help to interview candidates better” or “I’m not happy with these candidates; let’s sit together and review our hiring criteria.”
That’s when both parties can build a strong recruiter and hiring manager relationship and ultimately be more effective at their job. When hiring managers and recruiters understand their roles and work well together, the recruiting process will shine. After all, they have a common goal: to bring the most talented and qualified people onto the team.
And while the recruiter manages the process, it's the hiring manager who actually closes the deal. So, hiring managers are the decision-makers; they have the final say as to who gets hired and who gets rejected. They own the outcome of the recruiting process.
Contacting a hiring manager before applying to a position (or very soon after) is the best strategy. “I have found it to be more effective if you [contact hiring managers] before you apply,” Kampa said.
The company structure determines who makes the hiring decisions, but it is usually the hiring manager or business owner who makes the final decision on who gets hired.
If you can't make it past the recruiter, you're unlikely to receive an offer. Hiring managers have the final say.Ultimately, it's going to be the HMs decision whether or not you get hired.
Hiring managers and recruiters work closely together to hire for open positions. The hiring manager will be your direct supervisor if you are hired. They are the final decision maker on job offers. Your earliest interviews (after the recruiter screening) will likely be with the hiring manager.
Only contact a hiring manager if that manager conducted an interview with you directly. It's inappropriate to reach out to a hiring manager at a company if you interviewed with someone at a staffing firm or in another role. If you try to work around a staffing company, it could backfire.
In many cases, the hiring process follows a set timeline that the recruiter or hiring manager will communicate to you. They might say, “We'll make a decision by the end of the week,” or “You can expect to hear from us within two weeks.” It's advisable to respect this timeline and avoid reaching out before it expires.
As the hiring manager, you're the ultimate decision-maker. You're usually the person new hires report to or the leader of the department new hires belong in. So, it only makes sense that you make the final hiring decision. Of course, good hiring managers seldom make decisions in isolation.
So, hiring managers are the decision-makers; they have the final say as to who gets hired and who gets rejected. They own the outcome of the recruiting process.
Personality, technical proficiency, education, and cultural fit are just a few of the traits hiring managers consider when deciding which job candidate to hire. During an interview, job candidates are also measured on their accomplishments and potential value to the company.
A recruiter can help you negotiate your salary in many ways. They have inside info on the employer, they know how to sell you to the hiring manager, they will fight for what you're worth, they have negotiation experience, and they have real-time industry knowledge.
A survey found that 68% of hiring managers and recruiters say the absence of a thank you note negatively affected their decision making process. Moreover, if you were interviewed by a team or went through a panel of contacts, be sure to thank each of them individually and uniquely.
Each employer's hiring process varies in terms of the amount of time spent to find a candidate. Some may choose to hire you within 24 to 48 hours of your interview if they're impressed with your performance and work experience or if there is a high demand to fill the position.
The final recruitment decision is typically made by a group of interviewers, including partners and senior consultants. It is not usually just one key partner who makes the decision. The decision-making process involves a combination of written evaluations and a discussion among the interviewers.
The hiring manager looks at THEIR budget and the updated comp bands to determine what amount of money they have to hire, and at what levels. A HIRING MANAGER'S BUDGET FITS WITHIN THE PAY BANDS AND IS NOT NECESSARILY THE SAME TOP END.
Whether you're an active job seeker or not, it's always a good idea to reach out to recruiters because they may be able to help you get your dream job.
Ideally, you should address your cover letter to the hiring manager responsible for filling the position. If the job posting doesn't provide a name, do some research by checking the company's website or LinkedIn, or by calling the company directly to ask for the appropriate contact.
If you are interviewing for jobs and interacting with a lot of recruiters, they can be an excellent resource for negotiations as well as potentially the person managing the negotiations.In this article, we explain why candidates negotiate salaries with recruiters, how to negotiate your salary with a recruiter and what ...
Most of the time it's your recruiter the employer will turn to discuss their thoughts, then make ultimate decisions from the meeting. It's essential you call your recruiter first and outline how the meeting went. Your recruiter can then understand whether you hated it or more likely, you loved it and WANT THAT JOB!
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