Did you know that 56% of recruiters say that the biggest bottleneck is recruiting managers moving applicants through the recruiting stages and another 43% report that resumes are being checked by hiring managers?

That's a tone of dissatisfied hiring manager relationships! We're going to presume that while you may not know the exact number, you're not shocked by the general consensus. Although COVID-19 has not overly impacted this common concern, there are some evergreen issues that need to be addressed. Here are four tips to help the recruiting managers get the best out of them. 

Cooperate

Hiring executives also really don't know the degree to which they are required. By ensuring early on that their feedback is not only anticipated but that it is crucial to the hiring's pace and progress, both parties will be able to recognize that it is a collaborative operation.

Communication

With improved communication, there are few issues in this universe that can't be fixed, and this is one of them. Frustrations often occur between recruiters and hiring managers, and with frequent, direct contact, these can be prevented. If you have been unsuccessful in sourcing a shortlist of candidates, it might be tempting to fall silent, but don't. Communication leads to awareness, so let the hiring manager know what causes delays and what you are doing to solve them. Communicating the expectations of the hiring manager is also essential. We recommend that a regularly scheduled meeting be set up so both parties have a chance to speak.

Just make it about them

If it's still hard to get the recruitment managers on board, think about how you express the needs. Do you frame your requests with respect to what you need? To frame the request around what the hiring manager wants, try rephrasing it. For better or worse, it is more likely that individuals do actions that favor themselves.

Let the recruiting manager get the most enjoyable experience possible

Consider their experience, like others in the recruiting process, not only as an opportunity to learn, but also to help set you up for potential success. Listen to their requirements, not only for the job but also to do what you need them to do for you. Is there any sort of technology that might help? You would be better prepared to deal with them by considering what challenges they may face. Giving the hiring manager a good experience will not only make it easier for future experiences with them, but it will also enable them to talk about the encounter with other hiring managers in the company positively.

Conclusion

Don't give in, eventually, to self-doubt. Some hiring managers begin second-guessing themselves when it's time to make an offer to the applicant. I should probably have recruited them instead. The more you ponder, the more questions you may have. The sort of thought is going to get you nowhere.