How to build a strong relationship with your hiring managers 

With an increasingly tight labour market it’s never been more important to ensure your business receiving the right candidates. Despite this, the 2022 Monster Global Report reveals that nine out of ten hiring managers are battling to fill jobs. And nearly thirty percent of them claiming the skills gap is growing each year. If this trend continues, businesses must find ways to attract top talent from a limited resource pool.  

Communication is key in any relationship, and recruiters and hiring managers are no different. Recruiters should focus on creating an environment where both parties feel comfortable openly expressing their needs and concerns. Understanding the company’s culture and values, the individuals they’ve hired in the past and the industry that they work in helps the recruiter to understand the hiring managers requirements. Have regular check-ins with each other and make sure everyone is on the same page before making any decisions. Remember, being proactive about clarifying expectations, timelines, and roles can help eliminate any potential misunderstandings down the line. Establishing strong communication channels will be key offering timely feedback and updates throughout the entire process. 

So how can hiring managers and recruiters work together to ensure that they source the right talent? Let’s look at some of the problems that recruiters and hiring managers can experience working together. Plus, some helpful solutions for you to try out.

Problem 1

Hiring managers send candidate requirements that are too specific, limiting the candidate pool available for the recruiters to contact. 

Solution: Don’t forget that some businesses have set ideas of the type of candidate that they are looking to hire. Recruiters also need to keep in mind that at times, it is not just the hiring manager that is setting the candidate requirements for the position advertised. If the requirements sent are too specific, speak to the hiring managers and suggest what could be changed. After all, recruiters have a database of candidates at their fingertips, and hopefully, this will help to widen their candidate pool.

According to, an overwhelming 94% of recruiters and employers shared that their recruitment software had made a positive impact on their processes. 

Problem 2

Occasionally, recruiters do send candidates that aren’t right for the position advertised. This happens when recruiters do not fully understand the hiring manager’s and business’s requirements. They may only have a limited amount of information on the candidate but what they do have seems to fit some of the candidate requirements. 

Solution: When this happens, hiring managers will have concerns. Are the recruiters just trying to fill the role as soon as possible? Do they not have the business’s interests fully in mind? If this happens, recruiters will need to contact the business to fully understand the role advertised and the type of person they’re looking for to fill it. With many recruitment businesses having a CRM to work from, it’s important to keep it updated. That way, businesses have the latest information about candidates that are most suitable for their available roles.

Based on research by CareerBuilder, three-quarters of employers have made a costly mistake when hiring staff - to the tune of $15k per person.  

Problem 3

It can take a while for recruiters to send qualified candidates to hiring managers. 

Solution: Don’t forget that recruiters potentially have access to thousands of candidates. So, it may take a bit of time to review their database and make sure that the right candidates are sent to the business. There are a few tools that can be used to speed up this process. For example, a CRM system in place will allow recruiters to access the information that they need, faster. And automating the calling process with a Computer Telephony Integration (CTI) helps keep candidate information up to date. Some CTI software, such as CloudCall, even allows recruiters to make calls directly from the database. This allows recruiters to log and record calls with candidates and clients, as well adding notes to the candidate’s record. All of this will help recruiters narrow down their candidate selection faster.  

TalentLyft reports that a whopping 68% of recruiters stated that the most effective way to enhance recruitment performance is by investing in innovative recruitment technology. 

 A CRM system gives recruiters a 360-degree view of every candidate. Having all the data stored in a single source makes communication easier and more efficient than ever before. And with the ability to track candidate and client interactions, an even clearer view can be formed. The benefits of pulling all that valuable data into a CRM system can be boosted with extra tools. And with the right tools, recruiters can build powerful relationships with anyone, including hiring managers!

Here are a few things to consider: 

  • By utilizing best practices and taking notes during calls, recruiters can save time by ensuring that all notes are conveniently synced into a CRM system. 
  • Recording calls to be played back or downloaded means recruiters can focus on every conversation. CTI software often syncs those recordings within the contact’s CRM record for easy access. 
  • Some CTI providers have mobile apps that allow recruiters to stay up to date from wherever they might be. The CloudCall app syncs calls, sends texts and allows CRM records to be updated with call notes from anywhere. 

Some of the problems and our suggested solutions might just be common sense, but businesses still experience these issues whilst they look for candidates to fit their advertised roles. We hope that these solutions can help recruiters and hiring managers work together better and can enable them to successfully find the right candidates. 

Why not speak to one of our friendly team members to find out more about how CTI can help your staffing and recruitment business.   

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