You’re a recruiter with multiple hiring managers to satisfy. How can you keep everyone happy?

Collaborating with multiple hiring managers can be tricky, but it can also be very rewarding. When working with different hiring managers, you must first build a relationship with them, align with their company, and earn their trust. Once that happens, you want to set clear expectations on what they expect from you and vice versa. A great way to foster relationships with multiple hiring managers is by setting up weekly calls, ensuring that both their guidelines and yours are being met. The most important thing to remember is that you and your hiring manager must believe in the partnership to be able to hire top talent.

Your job as a recruiter is not to make the Hiring Manager happy. In fact, you risk falling into many traps with this approach. You need to change your mindset from providing what they WANT to helping them identify what they NEED. This simple change enables us to move from being an administrative function to being a trusted advisor. The other aspect to consider is this: our role goes far beyond filling a job. We should strive for sustainable hiring. This happens when we consider the needs of the position (which tends to be the hiring manager's focus), the team/dept and the organization as a whole. In other words, don't just aim to please. Instead, aim to help build a better company. It's also much more rewarding.

A harmonious relationship between recruiters and hiring managers fosters a culture of collaboration and teamwork. Not sure if keeping them "happy" is the right objective. Building a culture of collaboration can lead to better communication, knowledge sharing, and mutual support in achieving organizational goals. To keep hiring managers involved during the recruitment process, it's essential to involve them early and often, communicate effectively, provide necessary support and resources, and address any concerns or challenges promptly. Additionally, asking for feedback from hiring managers regularly can help identify areas for improvement and ensure ongoing satisfaction with the recruitment process.

You cannot keep everyone happy that is the first thing you need to accept. There will always be a list of highest priorities, and not every hiring manager will be #1 on the priority list. Most of them understand this. The key is to be transparent to them about where they are on the priority list. It is also natural for us to try to people please them all by giving them false hope/false promises. I’d say stick to honest communication and avoid the temptation to over promise. Frequent communication Direct and transparent where they lie in list of priorities And paint a picture of realistic deadlines. It ain’t easy to please them all but you can get pretty darn close!

A weekly written update clearly defining where each requisition is at, clearly noting any pending actions needed by the HM to keep the requisition moving forward is a must!

As a recruiter juggling multiple hiring managers, understanding the unique needs of each manager can help in managing expectations effectively. For example, if one hiring manager prefers frequent check-ins while another prefers concise email updates, adapting your communication style accordingly can ensure satisfaction across the board

Let communications flow:- Make it your goal to become a proactive communicator. No one is asking you to over-communicate here, but a brief email or quick note of a candidate’s offer status could go a long way. Try sending an email outlining a summary of proposed candidates or scheduling follow-up calls after interviews. It’s important for recruiters and hiring managers to continuously identify and acknowledge each other’s needs while maintaining effective communication along the way. Because then both parties and the candidate will benefit from a more positive experience.

Establish and maintain effective communication channels with hiring managers to provide timely updates. This can be through a chat space or an email thread, ensuring updates once or twice a day as per requirements. Time blocking in your calendar for these updates helps in keeping everyone aligned and on the same page. This structured approach enhances communication efficiency and ensures that the team stays well-informed.

Communication with your People Leader is key - 1. Evaluate What's Required 2. Get the Right Resources 3. Allow for Problems 4. Plan in Detail Use your ATS system, this can make a world of a difference when you're trying to stay organized and meet deadlines. It is a great tool for TA Partners and People Leaders to stay up to date in real time.

Collaborate with hiring managers to understand their priorities and expectations. Establish clear communication channels for efficient updates and feedback. Use project management tools to organize and track each hiring process. - Prioritize critical roles and allocate time effectively to meet deadlines. - Streamline recruitment workflows to enhance efficiency and reduce delays. - Maintain regular check-ins to address concerns and ensure alignment. - Provide transparent timelines for candidate sourcing, interviews, and decisions. - Anticipate potential challenges and proactively address them with solutions. - Foster a collaborative environment to encourage effective teamwork.

Don’t be afraid to start roles (jobs) off in backlog to start with. Make sure you don’t turn them all on at the same time either, imagine you’re doing multiple intake meetings on the same day, you’re now doing the next actions for all the roles at the same time next week for example. Think about how many plates you’re spinning at the same time. You need to be smart with your time, stick to your hiring plan.

Regular communication, clear expectations, and understanding of requirements lay the foundation. Prioritizing urgent roles and maintaining a positive candidate experience are key. Flexibility, feedback, and continuous improvement ensure ongoing satisfaction.

While dealing with multiple stakeholders it's important to prioritize & streamline ask to deliver desired result & avoid shortfall. >Have overview of open demand, requirement & dedline >Prioritize critical need & track daily progress >Communicate effectively provide update to avoid loophole >Maintain centralize tracker to have visibility on progress against each position ,plateform like ATS, SharePoint, Ms team can be used for the same,one can easily track & share update with stakeholders as per need or weekly basis for better understanding & reducing loophole/delay if any >Ask for feedback or solution to expedite process it also help in improvising process >Arrange calls weekly once/twice bases on urgency

As a seasoned university recruiter, here are strategies to keep multiple hiring managers happy: Customize Communication: Tailor messages to each manager’s preferences—some prefer concise emails, while others appreciate detailed updates. Be adaptable. Regular Updates: Keep stakeholders informed about recruitment progress. Transparency builds trust. Efficient Processes: Streamline workflows using technology to automate repetitive tasks. Focus on high-impact activities like candidate engagement. Data-Driven Insights: Leverage metrics (time-to-fill, quality of hires, source effectiveness) for informed decisions. Collaborate: Foster strong relationships with hiring managers. Understand their needs and align your efforts accordingly.

- Identify potential deal-breakers early. Make sure there are no last-minute surprises - Be upfront about results. Set ground rules with your hiring manager to lay the foundation for a trusting relationship. Listen to their expectations, but clarify your limitations. - Ask pointed questions. Interview your hiring manager and avoid generic questions, like “What are you looking for in your new team member?”

Don't be afraid to speak up and share your knowledge on the industry, market changes, compensation, candidates - you are the expert in the recruitment space and need to bring that value to table.

I think it's important to understand the wants and needs of each manager. It's okay to ask questions and receive clarity, it definitely shows that you're engaged. Once you earn the trust of the department manager's, they'll be confident and trust in your ability to service their needs.

It’s crucial to establish clear communication channels to understand their specific needs and preferences. Prioritize transparency, set realistic expectations, and provide regular updates on the recruitment process. Utilize technology to streamline workflows and improve efficiency in sourcing and screening candidates. Consider creating a standardized process to ensure consistency across hiring managers while also allowing for flexibility to address individual requirements. Building strong relationships with hiring managers based on trust and collaboration is key. Act as a strategic partner by offering insights, data-driven recommendations.By demonstrating professionalism, agility, and a proactive approach in managing recruitment processes.

Actively seek feedback from hiring managers on their recruitment experience, processes, and outcomes. Use this feedback to continuously improve your approach and address any areas for enhancement.

The biggest factor towards success would be communication. You must communicate throughout the entire process with each hiring manager and of course candidates as well. There can’t be any room for assumptions as that could lead to issues down the road. I would create weekly check ins to ensure everyone is on the same page throughout the hiring/interviewing process.

Always have a feedback mechanism like a 360 degree NPS Score for recruiters. Candidates and hiring managers. Alternatively seek weekly feedback or use partner feedback form quarterly. Show improvement and progress , capture and discuss.This will give them enough confidence and trust you as a valuable partner.

I always check in - how am I doing? Is there anything you'd like me to do differently? Do you like the way we communicate? Too much? Too little? I tell them I'm there for them and it's a partnership. THey appreciate my willingness to be flexible.

Seek feedback and improvement to enhance relationships with hiring managers. Request their assessment, embrace constructive criticism, and offer suggestions for their process enhancement. This fosters a culture of continuous learning and demonstrates professionalism.

A thank you message is a great way to connect with the people you work with every day and show them that what they do has an impact on you. These messages can be short, funny, or personal. You can never express too much gratitude. Don't forget to give yourself kudos as it takes a team to hire!

To keep multiple hiring managers satisfied, maintain clear and consistent communication with regular updates and set expectations from the start. Understand each manager’s unique needs and tailor your approach accordingly, ensuring accurate job descriptions and thorough candidate pre-screening. Utilize technology like ATS and scheduling tools to streamline processes, foster collaboration through panel interviews and feedback loops, and build strong relationships through trust and regular check-ins. Prioritize roles based on business needs, provide hiring training and onboarding support, track metrics, & solicit feedback to continually improve. Stay adaptable & proactive in addressing challenges to ensure a smooth & efficient hiring process.

Celebrating success looks a little different on the corporate side than it did in consulting services. However one thing remains the same - you are still in it to build long standing partnerships with the managers. Congratulating the candidates is key, but you do need to give yourself a pat on the back.... Recruiting is hard work and just because we can make it look easy to a hiring manager at times doesn't mean that it is. Always encourage yourself, motivate yourself, and be your biggest advocate/cheerleader!

Recruitment is often demanding, unrecognized, and full of setbacks, leading to a sense of isolation. It's crucial not to underestimate the power of creating moments to celebrate and change pace for your team, which can significantly boost motivation. Rather than waiting for a need to arise, be proactive in scheduling regular times throughout the year for these uplifting breaks.

To keep multiple hiring managers satisfied as a recruiter, communication and transparency are key. Regularly update them on the status of candidates, align on expectations and priorities, and actively listen to their feedback. Maintain open channels for discussion, address concerns promptly, and strive for consensus when making decisions. By understanding their unique needs and preferences, you can tailor your approach to ensure a positive experience for all stakeholders involved.

It's critical that you display your ability to be the trusted advisor as you all navigate the hiring process. Things like showing up to meetings with your hiring managers prepared, listening to understand the wants/needs and constant communication (good or bad) throughout the process will go a long way establishing trust and developing those hiring manager relationships.

1. Its good to understand the pace of HMs, some would be pretty fast, some reasonable and some at ease. This will help in prioritization when we have multiple positions coming in simultaneously. 2. Understand the nature of HM - collaborative, strict to the JD, ready to accept the market & organizational dynamics reality. Starting from the beginning then Hiring methodology and the Hiring process itself has to be maneuvered according to the nature of HM. 3. Understanding the criticality of the function (every function is important, but still some are just a little more important) a Hiring Manager is attached to / Hiring for is also of help. 4. Rapport building - Quite a vital part.

Keeping multiple stakeholders happy in a recruiter role involved balance of communication , understanding needs & managing expectations. Few strategies can help: - Understand goals & Ojectives - Problem solving mindset - regular updates - provide consulting & advisory solutions & act as partners in process