5 Key Ways to Set Hiring Managers Up for Success 

Many economists and labor experts agree: America is finally on the other side of the labor crisis caused by the Great Resignation (which started in early 2021 in the midst of the pandemic). Included in that list is this week’s guest on America Back to Work, Nancy D’Onofrio; she also believes the U.S. labor market has moved back into an employer’s market. 

D’Onofrio is a talent expert with fifteen years of experience helping companies build a successful Talent Acquisition function and helping talent better prepare themselves before entering the job market. 

The State of Hiring  

The effects of the Great Resignation and ensuing labor shortage, however, still linger. 

“During the Great Resignation, companies got scared and started making hires quickly that weren’t necessarily the right hires,” shared D’Onofrio on the episode. “Now, since they’ve gotten stung in the past, they’re scared to hire, and they’re taking their time.” 

Candidates’ tastes, attitudes, and behaviors are similarly changed by the pandemic. 

“Today, there is less of a monetary drive when pursuing a job opportunity,” said D’Onofrio. 

Today’s candidates want a role that offers a clear career path with opportunities for growth and promotion. 

They’re looking more closely at company leadership, particularly who their direct boss would be, to ensure they’d get the kind of support, motivation, and coaching they need to succeed. They’re easily turned off by a clunky, inefficient, unpredictable interview process where things are thrown at them unexpectedly, and timelines change rapidly. 

“Bad interview flow can leave a bad taste in the candidates’ mouth,” warned D’Onofrio. 

Tapping the Power of the Hiring Manager 

So, how can companies manage their own priorities–namely making better, more informed hiring decisions–while also creating a recruiting program that attracts and retains top talent? Talent that cares about company culture—and that’s looking closely for indicators of positive culture and leadership at every step of the process? 

How can employers become more scrutinous during the hiring process while also giving scrutinous candidates what they want?  

It’s all about equipping hiring managers and their hiring teams–those who actually interact with the candidate–with the skills and knowledge necessary to nurture top talent through the hiring cycle. It’s about better coordination, better communication, and better preparation. Here’s how HR can set hiring managers (and all interviewers) up for success during the hiring process to improve hiring outcomes.  

Choose Interviewers Who Are Happy In Their Jobs 

According to D’Onofrio, the most important thing HR can do to set hiring teams up for success is to choose interviewers who are happy in their jobs. That’s because people who are unhappy in their jobs are more likely to “say negative things or ask inappropriate questions that leave a bad taste in a candidate’s mouth.” Hiring managers should be trained in how to build a good interview panel fit with diverse representation, skilled evaluators, and happy workers who are more likely to promote the company and its culture. 

Train Them On DEI

On that note, hiring managers should have access to training that helps them cultivate a more fair, inclusive hiring process—and that helps them understand how their hiring practices contribute to the company’s larger DEI goals. After all, diverse companies see 2.5 times higher cash flow per employee, higher revenues, increased employee engagement, and better retention numbers. To make the most effective hiring decisions, hiring managers should know that diverse interview panels counteract individual biases and improve DEI hiring outcomes and how to put one together. 

Teach Them How to Research 

Another skill to cultivate in hiring managers and interviewers in 2024? Candidate research. In fact, the recruiting experts at Indeed believe it’s one of the top skills necessary for an effective, efficient hiring process. Hiring managers should know how to conduct preliminary candidate research before the interview, which gives them a sense of the applicant’s personality, work history, portfolio (and more), so they know what questions to ask and what areas to dig into. Plus, it’s a good look to candidates who care about culture—it signals that company leadership is thorough, attentive, and deeply intentional about who they add to their team. 

Create Culture Ambassadors 

Those looking for a job, according to D’Onofrio, care more than ever about career development. They’re looking closely at the leaders they interact with and are asking interviewers about how those leaders will support their growth. As such, hiring managers should be equipped (by HR) with the right messaging around company culture; they should know to emphasize the benefits and programs that directly contribute to employee well-being and career planning and make clear to prospective employees how they fit into the company’s long-term roadmap. Additionally, interviewers should get ahead of any bad reputation hits out there (i.e. bad press or Glassdoor reviews) to promote a sense of honesty and transparency “because candidates are super savvy.” 

Set Clear Expectations and Timelines (And Stick to Them)

Another major red flag for candidates is a jumbled hiring process with awkward timelines, unexpected delays, and unforeseen requirements. HR and hiring managers need to work together to determine realistic and reasonable timelines prior to starting the process so that they can manage candidate expectations accordingly. This level of preparation, coordination, and punctuality shows respect and builds trust with the candidates before they get the offer. Hiring managers should ensure that all interviewers know the plan and are providing consistent updates to the employee at every touchpoint. 

For more ideas on how to set hiring managers—and other interviewers—up for success during the hiring process, check out this week’s episode of America Back to Work with Nancy D’Onofrio by clicking here. 

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