By: Eilis McCann
For scaling companies, the cost of a bad hire is far more than the dollar investment that goes into recruiting as the consequences of poor-quality talent acquisition are felt company-wide.
Here are just a few examples of how a bad hire can hurt your organization:
Tainted company culture. As they say, it takes one bad apple to spoil the barrel and the same goes for culture. A toxic team member can eliminate the trust and camaraderie that’s been established at your organization.
Lost productivity. Between the training hours put into new hires and the burden being short-staffed places on teams, a bad hire can tank productivity and result in missed business opportunities.
Poor retention. When organizations hire the wrong people, team members can become stressed and unhappy and decide to leave the organization for healthier workplace environments.
With such serious consequences to poor hiring decisions, companies must do everything they can to attract and hire good talent. And the best way to do this is by maximizing hiring manager engagement. Here’s why:
1) Engaged hiring managers secure talent faster.
The job market today is a competitive place where top talent is off the market just 10 days after they enter it. The reality of this is that recruitment speed is one of the most crucial elements of making a successful hire. When hiring managers are engaged, they:
Are twice as fast to provide candidate feedback
Schedule interviews sooner; reducing the total needed to make a hire by 32%
Send out job offers as soon as possible
All of which speeds up the recruitment process by 30% and lets companies hire the best talent as efficiently as possible.
When hiring managers are engaged, the recruitment process is 30% faster.
2) Engaged hiring managers are enthusiastic about candidates.
One of the top differentiators for job seekers is the level of interest employers show during the recruitment process. With the most sought after talent in fields like software development and data science receiving 6+ job offers a week, it’s critical hiring managers make it clear when they want a candidate to join their team.
Which is luckily something engaged hiring managers do.
Whether it’s sending a candidate a follow-up note or connecting with them on LinkedIn after their interview, engaged hiring managers make sure good candidates feel appreciated and wanted - two things that go along way when it comes to their final employment decision.
3) Engaged hiring managers shout from the rooftops.
Engaged hiring managers have a way of getting the word out that they’re hiring. Whether it’s water cooler talk at the office or promoting their open roles on professional networks like LinkedIn, they have a way of reaching top talent. It’s also the reason their job ads get 26% more views and why they generate 95% more referral traffic than the average hiring manager.
Engaged hiring managers get 26% more views on their job postings and generate 95% more referral traffic.
How to maximize hiring manager engagement
Now that we’ve looked at the importance of hiring manager engagement, it’s time to look at how to maximize it. Below are some tips that will help your hiring managers succeed when it comes to recruitment.
1) Communicate, communicate, communicate.
Whether hiring managers are working with internal HR teams or external recruitment partners, they need to provide them with feedback as quickly as possible. The reason for this is that qualified candidates don’t stay on the market long and usually find new jobs extremely fast. Engaged hiring managers recognize how quickly top talent is snapped up and make it a point to give recruiters detailed feedback within 3 business days.
Engaged hiring managers give detailed candidate feedback within 3 business days.
2) Create a positive candidate experience.
It’s critical hiring managers make the recruitment process as easy as possible and that they are fully prepared when they meet with prospective candidates. Engaged hiring managers:
Read a candidate’s resume in advance and craft custom questions for their interview.
Show up on time (or even early) for interviews.
Welcome candidates into their workplace.
Respond to follow-ups from candidates - even if they’ve decided to go with someone else for the role.
This type of engagement not only increases the rate of job offer acceptance but also leads to the higher performance of new hires when they start work.
Facilitating a positive candidate experience increases job offer acceptance as well as employee performance.
3) Make recruitment a priority.
With 69% of job seekers losing interest in a role just two weeks after they’ve applied to it, hiring managers must look at new applications quickly and schedule interviews with qualified candidates as fast as possible. Dedicating a block of your day to hiring related activities is a sure-fire way to ensure your hiring process moves as fast as your candidates’ interests do.
69% of job seekers lose interest in a role they’ve applied to after 2 weeks.
4) Sell the opportunity.
Engaged hiring managers make it a point to attend industry meetups and let local talent know about the awesome opportunity they’re recruiting for. They look for and post in online professional groups to promote openings on their team; sharing what’s exciting about the role, the impact a candidate will have, and the potential for growth and professional development at their organization.
If you’re not yet focused on hiring manager engagement, you’re missing out on the number one way to successfully scale your teams. And the best thing about it - it’s free and can be implemented organization-wide fairly easy. If you’re ready to improve your hiring outcomes by more than 30%, it’s time to focus on the behaviour of your hiring managers and get them as involved in the recruitment process as possible.
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Image Credit: RaxPixel via Unsplash