For several years now, recruitment has not been the sole responsibility of the human resources manager. The latter works hand in hand (or almost) with the manager to find the ideal candidate. This is called “collaborative recruitment”. This model can be well thought out, even strategic for the company. But it can also be self-imposed. In this article, we will see how to involve a manager in a recruitment process!
Recruiter / Manager: a team effort
The manager and the human resources manager form one of the most strategic pairs in a company. However, they sometimes need to get on the same page. One defines the needs and the other provides the talent. It is therefore essential that the duo understand and trust each other.
As an HR manager, you need to be able to demonstrate to the manager that his or her role is essential in the recruitment process. The involvement of the manager has many advantages:
- Moins d’erreurs dans le recrutement ;
- Un gain de temps ;
- Une marque employeur améliorée ;
- Une culture d’entreprise dynamique ;
- Et une meilleure intégration des nouveaux collaborateurs.
💡 Moreover, according to an IFOP survey, “64% of candidates prefer to have the first interview with a manager.”
By meeting their potential manager, candidates have the opportunity to project themselves into their future position and test their compatibility with it. Indeed, talents do not only want a job and a salary. They want a pleasant work environment and to work with a “friendly” team.
Finally, in the case of the manager, it is an opportunity to meet the candidates and to take into account their personality. This element is just as important as the skills. Since it gives an insight into the potential understanding with the future recruit.
5 tips for involving the manager in the recruitment process
Preparing your recruitment process together
Of course, a manager cannot be present at every stage of the recruitment process. But involving him/her at key moments will allow you to move forward more quickly and to be sure that you understand his/her expectations regarding the “profile” of the ideal candidate, and regarding the position.
Together, consider implementing these actions:
- Define the need for the position in question.
- List the necessary skills, including soft skills, which are essential for any job.
- Write the job description: as close as possible to the day-to-day reality.
- Create the typical profile without closing the door to atypical profiles.
- List the evaluation criteria.
Attracting the best candidates
Once all these steps have been completed, the recruiter works alone on writing the job offer before having it validated by the manager. The job offer must obviously contain a maximum of information in order to attract candidates. The recruiter can then distribute and source it: on job boards, social networks and the career page of the company’s website before searching for candidates in CV libraries or on LinkedIn for example.
💡 To be more effective, you could implement a co-optation program in your company.
Once the recruitment process has begun, the manager and recruiter must communicate for optimal follow-up. To help you manage each step, we recommend using application management software with an ATS (Applicant Tracking System), such as our JobAffinity software. You can add comments on each candidate and create an evaluation grid. This step allows the recruiter to filter the applications and the manager to conduct the interviews (with the recruiter if necessary).
💡 To help you, you can, for example, write up interview minutes and share about the different candidates you met.
It is of course up to the manager to decide who will be the lucky one. However, the role of the recruiter is also to help the manager choose the most suitable candidate for the position and to step back if necessary.
💡 Feel free to gather everyone who was present during the interviews to discuss it together before making the final decision.
Integrate the new employee
The integration of a new recruit is a determining step. It will mark the starting point of an employee in your company and within his team. As a manager or recruiter, it is your duty (as a duo) to make sure that everything goes smoothly. This way, you reduce the risk that this employee will leave your company prematurely. And of course, it will allow the employee to be operational more quickly. In other words: help them find their feet.
💡 You can do this by creating an onboarding plan, onboarding materials, or introducing your new employee to your teams.
As you can see, involving the manager in the recruitment process is a major step. It’s a real team effort! It’s up to you to divide the tasks between the manager/recruiter pair to gain in efficiency.