How We Partner with Hiring Managers for Success

In this blog post, we will explore five essential steps that Thor has implemented to establish ourselves as a valuable partner for hiring managers in the three industries we serve.
 

1. Understanding Hiring Manager Needs and Goals

The first step we take to build a lasting relationship with a hiring manager is to become an expert in your needs. This will require actively trying to understand their challenges, frustrations, and the desired outcome for the open position you are wanting to hire for.

• What are the key metrics you are responsible for?

• What specific skills and experience are essential for success in the role?
• What is your timeline for filling the position and onboarding a new hire?
• Do you prioritise candidates with hard or soft skills?
• Are there specific industry certifications or experiences that are non-negotiable?

Once we have a clear understanding of your needs, we can show that we're committed to finding the perfect candidate for the role by finding out more about the ideal candidate profile. By asking insightful questions and demonstrating how we tailor our search accordingly, we position ourselves as a trusted advisor and a valuable resource for you the hiring manager.

Additionally, showcasing our industry expertise by sharing relevant data and insights to position ourselves as a viable strategic partner who can provide valuable guidance beyond just candidate sourcing. Sharing industry trends, competitor analysis, and salary benchmarks relevant to the role demonstrates our commitment to a successful outcome and sets the foundation for a collaborative and trusting relationship.

2. Building Trust

Trust is the foundation of any relationship, and this is especially true when it comes to the partnership between recruiter and hiring manager. We make sure that we establish clear communication channels upfront, whether it is email, phone calls, or a combination of both – together we will establish what works best for our collaboration. Agreeing on a realistic time frame for updates, even if there is no perfect candidate yet, as we understand that more frequent communication is often better than less frequent communication.

Maintaining an honest and open chain of dialogue is paramount throughout the hiring process. It is better to be upfront about any potential challenges or delays and we provide clear explanations for any problems that may arise. We won't sugar-coat the situation or make promises we can’t keep. This transparency builds trust and fosters a sense of partnership where we and the hiring manager are working together towards a common goal.

Regular updates, even if they are to inform you of our progress and efforts, demonstrate our dedication to keeping you informed.  A simple email outlining the candidates we've reviewed, the ones we have scheduled for interviews, and the next steps in the process go a long way in building trust and ensuring you feel like you are part of the loop.

3. Delivering Value as a Strategic Partner

We know that if we want to prove ourselves as a strategic partner, gone are the days of simply sending CVs. To truly impress a hiring manager, we need to demonstrate our understanding of the role and the specific skills and experience that you require. By utilising our network and recruitment resources to find a qualified candidate who is a good fit for the company culture, we will demonstrate our ability to go the extra mile.

Once we have identified potential candidates, we will provide insightful candidate evaluations that not only highlight their skills and experience but also how their strengths and weaknesses align with the specific requirements of the role. But we don’t just list their generic skills – we will delve deeper and provide specific examples of how the candidate’s experience can translate into success in this role. This is important because a bad hire can cost a company up to 30% of the employee’s annual salary.

Going the extra mile can also include offering additional support to the hiring manager throughout the interview process. This could involve helping you to develop targeted interview questions which explore the specific skills and experience outlined in the job description or even offering guidance on how to avoid unconscious bias to ensure a fair and objective evaluation for all candidates.

4. Maintaining an Ongoing Partnership Throughout the Hiring Process

We want to maintain that ongoing partnership with the hiring manager and that requires a long-term, collaborative approach. We don't just fill the position and move on to the next, we will foster a relationship that mutually benefits both parties in the long run. This means anticipating your needs and offering solutions before they arise. For example, if we know you're pressed for time, we will suggest interview scheduling options, or offer to coordinate reference checks.  We will proactively demonstrate our commitment to your success and streamline the hiring process for everyone involved.

This collaboration will extend beyond just the logistics, working together we will shortlist suitable candidates and make sure we explain our reasons behind putting forward a particular candidate and be open to feedback. This transparency builds a level of trust and understanding whilst ensuring we're both on the same page when it comes to selecting the best candidate for the role.

But the communication doesn’t end after the interviews.

We will keep the lines of communication open by encouraging feedback catch-ups after each interview – from both you and the candidate. A study by Glassdoor showed that 54% of candidates have abandoned a recruitment process due to a lack of communication from the recruiter or hiring manager – so staying connected is a priority for us. This will also allow us to gather valuable insights that will allow us to refine our search strategies for future hires and ensure that you feel heard throughout the process.

5. From Offer to Onboarding and Beyond

To help build that lasting relationship our job doesn’t end when an offer has been given. A successful placement requires ensuring that there is a smooth onboarding process for the new hire. If necessary we will assist you with creating competitive offers and navigating counteroffers. This is where our expertise in compensation and benefits packages can be an invaluable resource in helping you attract and retain top talent.

Then we will make sure we stay connected with both you and the new hire during the first few weeks on the job. This will allow us to address any initial concerns and ensure the new hires successfully transition into their new role. By providing ongoing support, we demonstrate our commitment to a positive candidate experience and solidify our position as a trusted resource for both the hiring manager and the new team member.

The key to building these lasting relationships is maintaining communication even after the hire is settled. We will reach out periodically to check in with you to see how the new hire is performing. This will allow us to stay connected, build loyalty and cement ourselves as a trusted partner for your future needs. By continually demonstrating our value and expertise, we will build a lasting relationship with the manager and be an indispensable partner in your talent acquisition strategy.

Now it's over to you.

If you are looking to partner with a recruitment company and build a lasting relationship contact Vilde from our dedicated Client Partnerships team:

• vl@thor-companies.com
• +44 737 8400 284