5 Characteristics of a Great Hiring Manager

5 Characteristics of a Great Hiring Manager

Working with great hiring managers makes recruiting fun. What are some traits that make a hiring manager one of the great ones and how do we get all of them there?

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

Our Panelists…

Name & LinkedIn Profile Group Title Company
Barbara Marks Recruiting Atlanta Recruiting Manager (Contract) Kimco Services, LLC
Erika Thorson-Garay TA Leaders Head of Global Talent Acquisition LiveRamp
Stephen Lavergne TA Leaders Director of Global Recruiting Fivetran
Tyler Byrd Recruiting Chicago Talent Acquisition Manager West Monroe Partners

Looking for automated reference checking?
Be sure to check out our group sponsor.

Our Group Sponsor - Checkster

We asked our attendees, “What is one trait that a hiring manager that you love to work with has?”

Here are their answers:

  • Ability to influence and teach their team
  • Always asks the questions "what do you need from me".
  • Clarity on position qualifications
  • Collaboration
  • Collaboration and partnership
  • Curiosity
  • Down to earth
  • engagement
  • Excellent communication skills and prepares ahead of meeting a candidate
  • Great Feedback and Communication
  • High bar + decisiveness
  • Honesty
  • Is a partner and works together to understand the role, talent pool and open to adjustments along the way
  • Networking ability!
  • one that is proactive and a partner
  • One willing to let you make mistakes.
  • Open mind
  • Open minded
  • Prioritize hiring
  • Quick response time
  • Realistic expectations
  • Realistic Expectations
  • responsitive
  • responsiveness
  • they seek to understand
  • They share information, including upcoming relevant business changes or needs
  • time to talk!
  • trust
  • Trust
  • Trusting me
  • Understanding
  • Urgency
  • will respond and update you on candidates interview, will not wait weeks to make a decision

Chat Messages from the Session…

10:20:34// From  Dan Baker : @Tyler – How do you respond if you push back on a candidate, but it’s still a miss after the interview? I feel like at times it can be hard to put your name on the line for a candidate after a 30-45 minute call. When you’re promoting a candidate, are you pushing more on soft skills or technical skills?

10:23:52// From  Tyler Byrd : It really depends on where the candidate is falling short.  If it is on the tech skills, I will push their ability to communicate, apt to learn new technologies (I would need the candidate to give me examples of times they had to learn new technologies) and pushing on how this candidate is going to love working here because they are going to have the opportunity to learn these new skills that they didn’t have prior to working here

10:24:44// From  Tyler Byrd : Attrition is always on a hiring managers mind.  no one wants to have people quit their team

10:24:51// From  Tyler Byrd : It is not look good

10:26:26// From  Saundra Ramsey : I think it adds to engagement

10:27:50// From  Jessica Marotta : +1 Saundra

10:28:54// From  Saundra Ramsey : We set up expectations right up front.

10:29:06// From  Dan Baker : @Tyler – Yes, I agree with you there. I’ve run into situations in the past working on the IT positions. Someone I felt was a really good fit as a Software Engineer, but didn’t have the skills at the level we need. I’ve pushed back on my HM, but still fell short. Thanks for the response!

10:31:02// From  Jessica Marotta : If I don’t get asked – I ask to join – become an extension of the team

10:31:26// From  Erika Thorson-Garay : +1 to Jessica.  Bring your own chair to the table if you need to 🙂

10:33:53// From  Saundra Ramsey : I got to jump on an interview.

10:34:56// From  Erika Thorson-Garay : We have SLAs set up between TA and our Hiring Managers which are agreed to during the intake meeting.

10:47:40// From  Stephen Lavergne   to   All panelists : I need to leave to do an interview…Thanks for all the amazing info!

10:47:53// From  Bez Rengifo : Barbara, you are 100% correct.  That is already done as part of Compensation studies.  Even living in various parts of California have different salary ranges due to what the local market is paying.

Some of the attendees…

Name & LinkedIn Profile Group Title Company
Dan Baker Recruiting Atlanta Senior Corporate Recruiter Healthstat
Katrina Acosta Recruiting Atlanta Talent Acquisition Manager Hisense USA
Saundra Ramsey Recruiting Atlanta Talent Acquisition Business Partner hiring all levels of Technology Wahoo Fitness
Jessica Marotta Recruiting Boston Principal, Talent Acquisition Forrester
Delaina Silva Recruiting Denver Senior Talent Acquisition Consultant SDL plc
Susan Collins Recruiting Houston Director, Talent Acquisition - Stores & Employer Branding Talbots
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Dang Hua Recruiting LA Talent Acquisition Business Partner Opus Bank
Becky Gramenz Recruiting Minneapolis Sr. Talent Acquisition Specialist Looking for Work
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Cheryl Ridgway Recruiting Nashville Senior Recruiter Charter
Maureen Daly Recruiting Seattle Talent Acuuisition Consultant Rose International
Jessica Burgess Recruiting Seattle Director, Talent Acquisition Zones
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Nancee Martin TA Leaders Managing Director Corporate Recruiting AvAirPros
Bennett Yang TA Leaders Director Talent Acquisition SoundHound
Melissa Rutledge TA Leaders Talent Acquisition Director Point B

About the author

Leave a Reply