Roadblock #4: Hiring Managers Don’t Budget Time for Recruiting

BudgetTimeOur Lead Recruiter, Caitlin Wilterdink, recently presented her strategies for overcoming common hiring manager roadblocks in a webinar with Glassdoor. In this weekly blog series, Caitlin breaks down these roadblocks with her tips and tricks for clearing these hurdles and building effective partnerships with hiring managers.

This problem is similar to “hiring managers don’t know how to prioritize hiring,” but deserves its own mention. Rather than helping hiring managers understand the importance of their role in the hiring process, in this scenario, the goal is to help hiring managers find the time to complete recruiting-related activities.

Try one of the following.

Automate the Process

Save time by automating as much of the interview process as possible. Use testing tools like HackerRank, CoderPad or Codility to judge technical skills, or send written assignments as skills tests early on. This ensures that the candidates who interview have at least the baseline skills required, and filters out those who don’t early on. Evernote recently revamped its hiring process to do exactly this.

Train your Recruiters

If you know you’ll be doing a big push for hires in a certain department, it is worth taking the time to train your recruiting team on what strong candidates look like. Have hiring managers or department leaders give presentations on what they do and what they’re looking for. This will help improve the quality of candidates in your pipeline and reduce the number of interviews by members of the department needed.

For example, our VP of Engineering, Mike Boufford, gives a presentation called “Programming 101 for Recruiters,” which helps us understand the different roles, responsibilities, and terminologies of engineering teams. You can view the recording of this presentation here – be sure to share it with your recruiting team.

Include Interview Time in Project Planning

Over time, recruiters are able to collect valuable data that allows them to forecast recruiting outcomes. This means that you can start at the number of hires needed and use the average conversion (or “pass”) rate at each stage of the interview process to calculate a reliable number of applicants, and interviews, needed to fill a role. Sharing this information with your hiring manager and interviewing teams allows for better planning and time management from the get-go.

Many engineering teams operate on “sprints.” Sprints begin with a planning meeting, and run from an average of one to three weeks. Plan ahead so that you can attend these meetings and factor in interviewing time. Often, teams will use software like Trello for project management. Create cards for interviewing time, so that it is visible (and real!) to the entire team. If you don’t have applicant tracking or recruiting software that allows you the insights to predict outcomes, take an average of time spent interviewing each week. If there’s not time for both development and interviewing, the hiring manager must adjust her expectations or push back a release.

Budget Time for Interview Feedback

There’s nothing more frustrating than logging onto Greenhouse and seeing that an interviewer hasn’t submitted his scorecard or feedback on a candidate. Avoid this by budgeting time after an interview for feedback. I often create a calendar event that lasts 10 or 15 minutes after an interview specifically for this purpose. You don’t need to do this for all interviewers. Instead, use your interview calibration report to see which interviewers struggle to submit feedback in a timely manner. It might take a moment of your time, but you will not need to hunt down interviewers for feedback later, and will be able to move the candidate along more quickly with an evidence-based decision.

10 Hiring Manager Roadblocks

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