18 January 2019
As the head of HR or a business leader, you can assign a hiring manager who will oversee applicant interviews. But a word of caution – these interviews shape the way that candidates will view your company. How can you delegate while staying in control? The following are a few tips on how to do just that.
The hiring manager who you’ll appoint to conduct interviews of the first candidates plays a decisive role that goes beyond an application’s approval or rejection. Your manager is also an ambassador. Their attitude, behaviour, and posture influence the candidate’s impression of your business. Candidates analyze work conditions and imagine the way they’ll be integrated into your teams. As a recruiter, you must ensure alignment between your manager’s roadmap and your HR initiatives since he/she represents an extension of yourself.
Setting the Framework
The hiring manager needs to understand their mission. To this end, you must be in regular contact with them, so they can understand your business’s recruitment needs like the importance of recruitment, the policy for integrating new employees, etc. In short, you must provide them with all the information needed to carry out applicant interviews. If your company has company values, the importance of how these are presented is crucial.
Define A Governing Principle
To fulfill their missions, a hiring manager needs key information. This serves not only to define the search’s framework but also to have the essential elements to convince the best talent to accept the advertised position. To do this, you’ll need to gather the most information possible about the position and its missions, remuneration, team, manager, business, etc. This information can contribute to winning over the applicant. To help the hiring manager, you’ll need to forward the candidate profiles you’ve already picked out. This will make it easier for them to identify your expectations and conduct interviews more effectively. Finally, engage with the manager by informing them of the process’s different stages, your respective responsibilities, and the schedule to follow.
Does this seem complicated and constraining? That’s probably because you don’t have a one-stop solution that brings everything together – job offers (past and current), the applications they generated, and the profiles that were selected along with feedback. That’s where RITA Sourcing integrated into Cegid’s Talent Management Suite comes in. Together, they collect data that areessential for perfecting your recruiting technique. Be in control with Cegid’s RITA Sourcing. and Talent Management Suite.