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 |
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We asked our attendees, “What is one trait that a hiring manager that you love to work with has?”
Here are their answers:
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 |
