One of the most important tasks for businesses looking to attract top talent is the hiring process. The hiring manager, whose role is sometimes misinterpreted or confused with other HR responsibilities, is at the center of this process. Clarity may be provided for both businesses and candidates by comprehending the intricacies of hiring managers’ roles and how they fit into the broader hiring framework. The aim is to go over the hiring manager’s responsibilities and provide answers to frequently asked questions by candidates in this extensive guide. This article will give you all the information you need about hiring managers by delving into their duties, HR distinctions, and hiring trend research findings.
What Is a Hiring Manager?
It is crucial first to describe the hiring manager’s position in order to comprehend it. A hiring manager is usually a department head or supervisor who is in charge of managing the hiring and selection procedure for a particular position on their team. Hiring managers concentrate on filling positions within their specific department, as opposed to HR specialists who oversee hiring procedures at the organizational level. When it comes to choosing new members for their squad, they make the final decisions.
According to recent research, the hiring manager’s participation is essential to a fruitful hiring procedure. According to a 2020 LinkedIn analysis titled “The Future of Recruiting,” 89% of hiring managers believe that successful hiring depends on a solid working relationship with the recruiting team. This emphasizes how important it is for them to make sure the new hire has the abilities and culture needed for the department.
Is the Hiring Manager the Same as HR?
The idea that hiring managers and HR specialists have the same role is among the most widespread misunderstandings. Although they both participate in the hiring process, their functions are different. Human resources (HR) experts are usually in charge of creating job descriptions, placing job advertisements, overseeing labor law compliance, managing the overall recruitment strategy, and doing preliminary screenings. However, the hiring manager is ultimately in charge of assessing each candidate’s unique technical abilities and cultural fit before reaching a hiring decision.
To make sure that the hiring procedure complies with the organization’s policies and long-term workforce planning, HR specialists collaborate across departments. They frequently serve as candidates’ initial point of contact, scheduling interviews and doing preliminary assessments. The hiring manager, however, is far more concerned with a candidate’s performance in the particular position they are hiring for.
According to a 2016 Harvard Business Review study, hiring managers give team dynamics and a candidate’s capacity to support departmental objectives more weight than HR specialists do. The hiring manager considers how the prospect will fit into their particular team, while HR may examine how well the recruit aligns with the company’s values. Therefore, even though HR and hiring managers collaborate closely, they evaluate prospects using distinct criteria.
Is the Hiring Manager Usually Your Boss?
Indeed, the hiring manager is typically the candidate’s immediate supervisor or prospective employer. The hiring manager has a stake in choosing a candidate who will collaborate closely with them and help their team succeed. The needs of the team, daily obstacles, and the kinds of abilities that will propel success in the position are all best understood by this individual.
Setting expectations for the role is another important task for hiring managers. According to a study conducted by the Society for Human Resource Management (SHRM), retention rates increase by 20% when recruiting managers are involved early in the hiring process. This suggests that their participation guarantees that the applicant not only has the necessary abilities but also comprehends the team’s performance standards and cultural dynamics.
Additionally, the hiring manager’s direct involvement allows them to give prospective employees comprehensive information about the position, the team, and the performance evaluation criteria. They might also be in charge of creating the new hire’s onboarding and development plans and making sure they complement departmental objectives.
Is the Hiring Manager the Last Interview?
The hiring manager is not necessarily the last person a candidate will encounter, even if they are a key player in the interview process. A senior leader or a panel consisting of peers, department heads, or even executives may participate in the last round of interviews in certain businesses. However, in the previous phases of the employment process, the hiring manager frequently makes the majority of the decisions.
The recruiting manager’s level of involvement varies according to the structure of the business. The hiring manager may be more involved in smaller firms, conducting all interviews and rendering the ultimate decision. Larger companies may have several rounds in their hiring process, with the hiring manager joining in later after the candidate has been screened by HR and possibly other team members.
According to 2019 Glassdoor research, “collaborative hiring,” in which the hiring manager isn’t always the final person an applicant meets, is becoming more and more popular. Peers and other important stakeholders are instead being included in the final decision-making process by businesses more and more. This method helps to guarantee that the candidate is a good fit across departments as well as inside the team. However, because they will be the ones immediately supervising the new hire, the hiring manager’s opinion is frequently the most important, even in these collaborative arrangements.
What Does It Mean to Be Referred to the Hiring Manager?
The phrase “referred to the hiring manager” usually indicates that an applicant has advanced to the next stage of the interview process after passing the first HR screening. Now that HR has established that the applicant satisfies the position’s baseline requirements, the hiring manager must conduct a more thorough assessment of the candidate’s appropriateness.
Referrals to the hiring manager are encouraging because they show that the applicant has advanced past the screening process and is now being evaluated by the person who will finally determine whether to hire them. At this point, a more thorough evaluation of the candidate’s unique abilities, background, and cultural fit is conducted.
Remarkably, according to a study by LinkedIn’s Talent Solutions (2022), 75% of applicants fail the interview process because they are unable to establish a personal or cultural connection with the hiring manager or team. This emphasizes how crucial it is to establish a rapport with the hiring manager and show how your special talents fit the team’s requirements.
Depending on the role’s complexity, referring someone to the recruiting manager may occasionally additionally entail technical tests or team interviews. The hiring manager searches for the “perfect fit” for the unique demands and problems of their team, while HR ensures that applicants fulfill the minimal requirements set by the business.
Hiring Trends Shaping the Role of Hiring Managers
Due to changes in the labor market and recruitment procedures, hiring managers’ roles have changed dramatically in recent years. Hiring managers are becoming more active in evaluating candidates’ technical proficiency as well as their flexibility and self-management abilities as remote work and hybrid models become more common. A McKinsey & Company (2021) study found that 58% of businesses say hiring managers now prefer soft skills over hard abilities because the latter may be learned on the job.
Additionally, hiring managers’ approaches to recruitment are changing as a result of diversity and inclusion programs. Businesses are realizing how important diverse teams are for fostering creativity and improving output. Teams with inclusive cultures are six times more likely to be creative and adaptable, according to a Deloitte (2020) study. These days, hiring managers receive training on unconscious bias and how to make sure the hiring process encourages diversity.
Finally, technology is becoming more and more significant in the hiring process. AI-powered recruiting tools and applicant tracking systems (ATS) are expediting the process. However, they also pose difficulties for hiring managers who must strike a balance between the efficiency of technology and preserving a human touch. According to a Gartner survey from 2022, 48% of recruiting managers think AI will play a significant role in hiring during the next five years, but they stress that human judgment is still vital.
Conclusion
An organization’s hiring managers have a significant influence on the composition of its personnel. Although they collaborate closely with HR specialists, their roles are different and center on how applicants will benefit their respective teams. The hiring manager is a crucial figure in the hiring process, regardless of whether they will be your future supervisor or the one who ultimately decides who gets hired. Knowing what a hiring manager does can greatly improve your job search strategy, from establishing rapport during interviews to navigating the most recent trends in recruitment. The recruiting manager’s function will only grow more crucial as the recruitment landscape changes, helping businesses locate, hire, and retain the best personnel.
