How do you communicate and report your recruiting progress and results to hiring managers?
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As a corporate recruiter, you need to communicate and report your recruiting progress and results to hiring managers effectively. This helps you build trust, alignment, and collaboration with your stakeholders, and demonstrate your value and impact on the business. In this article, we will share some tips and best practices on how to communicate and report your recruiting progress and results to hiring managers.
Define your goals and metrics
Before you start any recruiting project, you need to define your goals and metrics with the hiring manager. What are the key outcomes and deliverables that you both expect from the recruitment process? How will you measure and track them? Some common metrics include time to hire, quality of hire, candidate satisfaction, diversity, and cost per hire. You should also agree on the frequency, format, and channel of your communication and reporting. For example, you may decide to have weekly meetings, monthly dashboards, and email updates.
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At gpac we are conditioned to start our week off with a written plan that will bring about production. The act of writing out my plan helps me prioritize and process process.
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For example, if you’re trying to fill a software engineer position, you may agree that the recruitment process should take no longer than 6 weeks, with a target of achieving a quality score of 8 or higher on the candidate reviews. You may also agree to provide monthly updates on the recruitment process to the hiring manager, including the number of applicants, the number of offers made, the number of accepted offers, and the quality score of each hire. Once you have established the goals and metrics, you need to track your progress and provide regular updates to the hiring manager. This will help you maintain transparency and keep everyone on the same page.
Use data and storytelling
When you communicate and report your recruiting progress and results to hiring managers, you need to use data and storytelling. Data helps you show facts and figures, while storytelling helps you explain the context and meaning behind them. For example, you can use data to show how many candidates you sourced, screened, and interviewed, and how they performed on various assessments. Then, you can use storytelling to highlight the challenges, successes, and feedback that you encountered along the way, and how they relate to the goals and metrics that you defined.
Focus on solutions and actions
Another tip for communicating and reporting your recruiting progress and results to hiring managers is to focus on solutions and actions. Instead of just reporting problems or issues, you should also propose solutions or actions that you or the hiring manager can take to overcome them. For example, if you face a talent shortage or a high drop-off rate, you can suggest ways to improve your sourcing strategy, employer branding, or candidate experience. You should also ask for input and feedback from the hiring manager, and show how you incorporate them into your action plan.
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I find it helpful to use that consistent line of communication you have already established so any challenges that come up aren't surprises. If you come prepared to your meetings with your hiring team with several proposals for alternate sourcing methods, this will help your hiring manager recognize you as the subject matter expert. Now when you make your suggestions for additional budget for more postings, new talent pools to explore and alterations to the requirements of the role you have a better buy in from your team. It's important to remember that the job market changes and you have to be a good communicator to help your team understand that some classic methods of recruitment will need updating as your search goes on.
Celebrate wins and recognize contributions
Communicating and reporting your recruiting progress and results to hiring managers is not only about sharing challenges and solutions, but also about celebrating wins and recognizing contributions. You should acknowledge and appreciate the achievements and efforts of yourself, the hiring manager, and the team. For example, you can share positive testimonials, referrals, or reviews from candidates, or highlight how a new hire has added value to the business. You should also thank the hiring manager and the team for their support and collaboration, and show how you value their partnership.
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There is no win too small to celebrate! The art and science of connecting a candidate to the role can be challenging and can often feel fraught with set backs, long times lines and misalignments. I often remind my teams that what gets measured gets done. So when you focus on the wins and make sure to communicate that to the team, you will start to see more positive impacts in the business.
Be transparent and honest
The last tip for communicating and reporting your recruiting progress and results to hiring managers is to be transparent and honest. You should not hide or sugarcoat any information that may affect the recruitment process or the hiring decision. You should also admit your mistakes and take responsibility for them, and show how you learn from them and improve. Being transparent and honest helps you build credibility, trust, and respect with the hiring manager, and foster a culture of feedback and learning.
Adjust and improve
Communicating and reporting your recruiting progress and results to hiring managers is not a one-time event, but a continuous process. You should always monitor and evaluate your performance and results, and seek feedback and suggestions from the hiring manager. You should also adjust and improve your communication and reporting methods and tools, based on the changing needs and expectations of the hiring manager and the business. By doing so, you can optimize your recruitment process, enhance your relationship with the hiring manager, and deliver better outcomes for the organization.
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