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Home > Blogs > Blogs > Differentiating the Duo: Recruiters and Hiring Managers, Explained

Differentiating the Duo: Recruiters and Hiring Managers, Explained

  • By Kamlesh Ranjan
  • April 18, 2024
  • 4 mins read
Bond Between Recruiter And The Hiring Manager
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    Did you know that there is a difference between recruiters and hiring managers? Many people need clarification on the roles of recruiters and hiring managers. However, we have encountered countless business owners, executives, and team leaders who need clarification about the responsibilities of a recruiter and hiring manager and their needs. Today, will discuss the differences between recruiters and hiring managers, their responsibilities, and the importance of fostering strong relationships within the hiring team.

    Also Read: AI In The Driver Seat: 11 Ways AI Will Change Hiring In 2024

    Responsibilities of recruiters and hiring managers

    At the most basic level, the responsibilities of each role vary widely. For example, the challenge may be determining which experts a company needs to hire. This includes talking with the hiring manager, reviewing the previous employee’s responsibilities, and creating an accurate job description. Once the role is clearly defined, the recruiter is responsible for disseminating the information through various online channels such as Headhunter, LinkedIn, and the Telegram job search site. 

    Recruiters review each resume for skills, experience, and cultural fit during the hiring process. They need people who fit into your company culture and add something new to your team’s dynamic. Recruiters also conduct initial interviews to select only the best applicants. Once the final list of candidates is complete, the recruiter will schedule an interview with the hiring manager and other team members responsible for recruiting for the position. In addition, recruiters create competitive offers based on market data and sometimes personal benefits to ensure candidates. 

    On the other hand, when a new employee joins the team, the hiring manager specialist is responsible for onboarding them. In a nutshell; Recruiters can do about anything, from retaining employees to helping develop compensation and performance methodologies.

    Also Read: Hiring Pipeline: Definition & Creative Ways to Strengthen Your Hiring Pipeline

    On the other hand, hiring managers are responsible for developing and retaining employees, providing professional development opportunities, recognizing outstanding employees, and distributing bonuses and raises reasonably. Hiring managers determine training needs. They decide who will attend further training courses, whether online training courses or offline lectures on programming topics.

    Ideally, recruiters and hiring managers are in the same department but have separate teams to distribute tasks effectively. Establishing a robust connection between your company’s recruiters and hiring managers is paramount to recruiting suitable candidates for your organization. Close cooperation during the hiring process can lead to exceptional hiring results. However, companies need more resources to hire more skilled workers, especially for start-ups and small businesses. Of course, this increases the amount of work and slows progress.

    Why do we need a strong relationship between the recruiter and the hiring manager?

    The biggest challenge recruiters and hiring managers face when building relationships is miscommunication. Miscommunication can damage working relationships and lead to the loss of potential candidates. Hiring managers and recruiters must work together to maintain clear communication, manage expectations, and decide who is responsible for which aspects of recruitment. Fundamentally, the recruitment process should be viewed as a task.

    Many companies mistakenly believe that having a recruitment specialist eliminates the need for a recruiter. However, only a few times. If a company is having trouble attracting qualified candidates or trying to fill a senior position, hiring a recruiter can help expand its reach. Because many hiring processes are time-consuming and often distracting from daily operations, many companies hire recruiters to find the right talent and minimize turnover. So, you might have to reduce costs by streamlining the hiring process and freeing recruiters to focus on their day-to-day tasks.

    Also Read: How to Create A Job Description for a Software Developer

    Building Relationships 

    To work effectively with recruiters, hiring managers need to trust the process and allow recruiters to do their job. Organizational goals should be clearly defined and based on what is best for the company. Working with a regular recruiter from a staffing agency can create a strong working relationship that yields positive results. Recruiters should be proactive in delegating most candidate sourcing to recruiters, as it is best left to them. Finding employees who fit the role and company culture can be difficult before others hire them.

    For example, our recruiters’ proactive approach to recruiting makes it easier to find the best talent than most companies’ passive approach when recruiting. Hiring managers should view recruitment professionals as valuable assets in the recruitment process.

    Effective questioning

    It can be challenging for outside observers to know what a company wants or expects from its employees. For recruiters, this means asking the right questions and getting clear, unambiguous answers about the specifics of your organization’s hiring. This includes managing expectations and explaining the process. Although recruiters often work on a contract basis, they must keep the organization’s best interests in mind.

    Also Read: Revolutionize Your Hiring Process With AI-Driven Pre-Employment Assessments

    Collaborating for better recruiting 

    Recruiters and professionals can brainstorm and develop new streamlined recruitment policies that shape their work together. Hiring managers and recruiters can discuss job requirements, essential skills, and qualities that fit the company well.

    Just because a recruiter’s job typically ends at the hiring stage doesn’t mean they don’t have valuable onboarding information. Many experienced recruiters have a human resources background, so that they can provide insight into both sides of the equation. Hiring managers can make the most of their relationships with recruiters by investing time in the onboarding process and being open to suggestions for improvement.

    This relationship benefits everyone involved, as recruiters can communicate what to expect from candidates, and candidates can feel more comfortable and prepared. Another way Hiring managers and recruiters stay in touch is by keeping an eye on top-performing companies in their industry and continually looking for candidates to consider. This approach ensures a constant flow of candidates who fit your company’s brand and reduces hiring time.

    BarRaiser is an interview intelligence platform, and our team helps business owners, executives, startups, and small businesses recruit. Our transparent and unbiased process ensures we recruit the best candidates for companies.

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