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Why Timely Hiring Manager Feedback is Key to Recruitment Success

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In today’s competitive job market, the efficiency and effectiveness of the recruitment process are pivotal to securing top talent. Yet, one critical element that is often overlooked is the role of hiring managers in providing timely and actionable feedback. When hiring managers actively engage and are held accountable to defined and agreed-upon Service Level Agreements (SLAs), the entire talent acquisition process becomes significantly more streamlined and effective. Here’s why this is crucial:


1. Enhancing Candidate Experience


Timely feedback from hiring managers directly impacts the candidate experience. Prolonged silence or lack of clarity can leave candidates feeling undervalued and uncertain, which may lead them to pursue other opportunities. Providing prompt feedback ensures candidates remain engaged and perceive the organization as responsive and professional.


SLAs in Action: For example, an SLA might specify that hiring managers must provide interview feedback within 48 hours. This ensures that candidates receive timely updates, reducing anxiety and maintaining their interest in the role.


2. Streamlining the Recruitment Process


Delays in feedback often create bottlenecks in the recruitment process. Recruiters are left in limbo, unable to move candidates forward or refine their search based on hiring manager input. By adhering to SLAs, hiring managers help maintain momentum, enabling recruiters to work more efficiently.


SLAs in Action: A clear SLA might mandate that hiring managers review shortlisted resumes within three business days. Such a guideline ensures that the process progresses smoothly without unnecessary delays.


3. Improving Quality of Hires


Actionable feedback allows recruiters to fine-tune their sourcing and screening efforts. When hiring managers provide specific, constructive input on why a candidate is or isn’t a fit, recruiters can adjust their strategies to align more closely with the role’s requirements. This collaboration ultimately leads to higher-quality hires.


SLAs in Action: An SLA could require hiring managers to provide detailed feedback on rejected candidates, specifying reasons related to skills, experience, or cultural fit.


4. Building Accountability and Partnership


Recruitment is a team effort that thrives on collaboration. When hiring managers are held accountable through SLAs, it fosters a sense of shared responsibility between them and the recruitment team. This partnership ensures both parties are working towards the common goal of finding the best talent in the shortest time possible.


SLAs in Action: Regular reviews of SLA compliance, coupled with open communication, can strengthen the relationship between recruiters and hiring managers, creating a culture of mutual respect and accountability.


5. Reducing Cost Per Hire


Delays in the recruitment process often translate into increased costs, from extended job postings to lost productivity. By adhering to SLAs and providing timely feedback, hiring managers help reduce time-to-fill, thereby lowering the overall cost per hire.


SLAs in Action: A commitment to timely feedback can prevent the need for repeated advertising or prolonged contract extensions with external agencies.


6. Supporting Employer Branding


The way organizations handle their recruitment process speaks volumes about their culture and values. When hiring managers provide timely feedback and adhere to SLAs, it reflects positively on the organization’s employer brand. Candidates who have a positive experience are more likely to speak highly of the company, even if they don’t get the job.


SLAs in Action: Hiring managers can commit to responding to recruiter queries or approvals within a defined timeframe, ensuring a seamless and professional process.


Best Practices for Implementing Feedback and SLAs


  1. Define Clear SLAs: Collaboratively establish SLAs that are realistic, measurable, and aligned with business goals.

  2. Provide Training: Ensure hiring managers understand their role in the recruitment process and the importance of feedback.

  3. Use Technology: Leverage tools like Jira, Slack, or Hubstaff to track and enforce SLA compliance.

  4. Monitor and Review: Regularly evaluate SLA performance and provide constructive feedback to hiring managers.

  5. Celebrate Successes: Recognize and reward hiring managers who consistently meet or exceed SLA expectations.


Conclusion


The role of hiring managers in the recruitment process cannot be overstated. By providing timely feedback and adhering to agreed-upon SLAs, they not only enhance the efficiency of the talent acquisition process but also contribute to building a strong employer brand, improving the candidate experience, and securing top-tier talent. In a world where every competitive edge matters, fostering accountability and collaboration through SLAs is a win-win strategy for organizations and their hiring teams alike.


#TalentAcquisition#Recruitment#HiringManagers#CandidateExperience#SLAs #EmployerBranding #RecruitmentEfficiency #Talligence

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