Managers Who Fill Roles Faster Do These 8 Things Differently

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A booming economy, increasing jobs, stiff competition and skills shortages has created a talent war. To complicate matters the hiring manager is faced with balancing budget, productivity, quality, and customer service pressures. This reality puts strain squarely on the shoulders of hiring managers and recruiters.

Recruiters feel the pain of their hiring managers. But often they are challenged to help them when they don’t have the time to spend on interviewing or attending career fairs.

The struggle is very real. The relationship between recruitment and hiring managers are critical to the success of minimizing vacancies.

Managers who do the following are able to fill roles faster despite pressures.

1. Put Hiring First

Hiring managers are engaged in the recruitment process. They realize recruiting top talent doesn’t happen by accident. They do not leave things up to chance. They make every effort to ensure there is time to screen and interview candidates.

2. See The Recruiter As A Partner Not Just An Order Taker

Tapping into expertise to find out how to go about finding the best candidate for the job is just good business. A recruiter can provide advice on where best to recruit, what resources there are, and how best to approach candidates. Plus in-house recruiters in particular tend to have their thumb on what is going on in the organization and can also provide insights on how to get ahead of prospective turnover.

3. Move To A Proactive Versus Reactive State

A good manager doesn’t wait until their workforce is ready to retire before thinking of future talent growth. In this day and age competition is fierce for good talent. In some cases it may take quite sometime to replace an employee with top talent. Planning ahead is key.

4. Reaches Out To All Their Contacts And Social Networks

Social networks give a great platform to a manager to demonstrate how cool a boss they are. They will leverage their resources, contacts and networks to seek their next candidate.

5. Move Fast When A Candidate Arrives In The Pipeline

Speed is also the name of the game. Managers will stalk the pipeline. They will find ways to be notified when a candidate arrives in the pipeline. Good hiring managers move fast and will immediately invite the candidate in for an interview and make quick decisions. Often not only is there competition outside the organization for good talent but also inside an organization. Wasting no time will increase the probability of filling a job faster.

6. Understand Their Hiring Performance

Good managers will seek feedback to see how they can improve their hiring performance. For example, applicant-tracking systems today will provide information on how long candidates are in the pipeline before they receive a call.

7. Learns How To Hire Right

Hiring is the front door of all things good or bad that happens in an organization. You can monitor how well new employees are performing and adjust your screening and interviewing processes to improve quality of hire.

8. Focuses On Retention

Even better, good managers will focus on keeping good talent instead of replacing them. Enough said.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.