Even though the Olympic Summer games are long gone, I still think back to the volleyball match between Misty May-Treanor and Kerri Walsh Jennings versus Jennifer Kessy and April Ross. Seeing the way both teams communicated and worked together flawlessly, I thought to myself, “That’s how recruiters and hiring managers should work together, but without the shouting, running, sweating and so on.” The relationship between a hiring manager and a recruiter should be very similar to how two A+ players work together in an Olympic beach volleyball match. Both need to communicate consistently to make the best hire, and in the end, hire those patient or resident-focused employees who are the right fit for their healthcare organization. That’s what I call a gold medal performance when it comes to recruiting!

volleyball and recruiting teamwork

But this is the ideal scenario. Real life is less like a gold medal performance at the olympic games…Organizations tend to blame the recruiter for requisitions not being filled on time, not closing top candidates, or those candidates who don’t even show up for their first day on the job. Let’s face it, those of us in talent aquisition get blamed for almost everything when it comes to bad hires! Yet it’s impossible for recruiters to meet employment and candidate satisfaction goals if hiring managers don’t fulfill their role in the hiring process. Therefore, a quality hiring process is the result of a team effort, especially between the hiring manager and the recruiter. I was honored to be published in the ASHHRA eNews Brief last week. My article, Best Practices for Holding Your Hiring Managers Accountable, explains what steps to take to make the right hire with your hiring manager as your partner. “Successful healthcare organizations recognize that building a quality workforce is a team effort between recruiters and hiring managers, and both parties must assume responsibility for the part they play.” Here are 3 best practices for creating a better hiring process:

1. Get to know your teammate

Before playing the “recruitment game”, you have to get to know your teammate and determine what they need from you to win. Olympic volleyball players never go into a match without knowing how their teammate likes to communication. Giving hiring managers a better understanding of what you need from them will help, too. Have your hiring manager contact you as soon as a position is open and make sure they know to get back to you in a timely fashion during the recruitment process. In return, get a better understanding of what the hiring manager is going through. Sit down for lunch or coffee with your hiring manager before you even start sourcing. Trying to understand the hiring process from their perspective will help you to realize why the hiring manager is not responding back to emails as quickly as you might like. In “HR Staffs, Recruiters Overlook Qualified Job Seekers,” Paul Davidson states, “HR staffers may rule out qualified applicants because they don’t understand what hiring managers want.” Don’t let a lack of communication lead to missing qualified candidates and losing the match!

2. Define the rules of the game

Intake sessions are a great opportunity to explain the expectations of both hiring manager and recruiter. You need to identify what methods of communication work best for the two of you during the hiring process. A poll conducted by LEAN Human Capital showed that 82% of the healthcare recruiters who participated conduct an intake session with hiring managers. According to “Archive for the ‘Hiring Manager Intake Session’ Category,” it’s critical to establish a strong foundation when there’s a business relationship involved. Develop a service level agreement (SLA) that outlines the expectations on both sides and the goal for days-to-fill. If you need some ideas on what questions should be included in to your intake sessions and creating an SLA, check out LEAN Human Capital’s blog!  

3. Practice makes perfect

Every great Olympian has to practice before the match. Misty May-Treanor and Kerri Walsh Jennings never walked into a game without practicing first. Train hiring managers to use behavioral-based interview guides. Our recruitment cartoon shows why you don’t want to allow your hiring manager to go into an interview without a structured set of questions.  When hiring managers understand how to find the right information that predicts potential job performance, they can then be held accountable for hiring high-performance employees who have the personality traits needed to succeed within your healthcare organization.

The right hire cannot be made if teamwork isn’t there between recruiters and hiring managers. Don’t let a lack of understanding, communication, or training prevent your organization from hiring successfully. Aim for that gold medal! 

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About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.