Whether it’s good or bad, the hiring manager has quite an impact when it comes to the hiring process. The interview and hiring process can either leave a candidate with a desire to become part of the team or it can leave a bad taste in their mouth. Do hiring managers fully understand the impact they have when it comes to finding and hiring candidates?

IMPACT 1

How and what the hiring manager communicates to the HR team can have a large impact on the time-to-hire and the cost-to-hire. The hiring manager should be clear in the expectations of the person they want in this role including skill set, years of experience and of course, cultural fit. Without the clear lines of communication, the HR team can find themselves looking and passing along candidates that may not be the ideal fit the hiring manager was looking for, ultimately wasting time and resources.

IMPACT 2

Hiring managers should understand and review the candidate’s materials prior to the interview. They leave a lasting impression and since they’ll be the candidate’s potential boss, it’s critical they take an interest and fully understand the background of the interviewee. Most can read this as coming prepared for the interview which is what your candidate did and they would expect the same thing from the hiring manager.

IMPACT 3

Hiring managers set the tone with the job those first few weeks with the onboarding process. A lack of proper onboarding can lead to 25 percent of employees leaving after a year, a waste of money in improper training, and high turnover rates. Having the hiring manager establish a thorough and comprehensive onboarding process will help retain employees, allow them to do their job better and earn and save money for the company.

Hiring managers should be trained and provided the resources to help hire efficiently and effectively. If you’re looking for assistance when it comes to hiring or training, we can help.