"I'll know it when I see it" is often code for "I'm not really sure what I am looking for." This analysis helps them--and you!

When you do a launch conversation with your hiring manager, you get a lot of information about what the hiring manager is looking for. And you help the hiring manager get more clarity as well.

But even so, you may have hiring managers who cannot make a decision to move candidates forward nor can they tell you why the candidates you are presenting are…

Over the last few months I’ve been doing a lot of searches (so obviously it means working with a lot of hiring managers) and managing a team of recruiters. We were working on a multi-position recruiting project for mid level managers for a large entertainment company. So it was a great learning lab for refining and testing techniques for creating trusted advisor relationships with hiring managers—none of whom did we ever meet in person. 

One thing I noticed is how easily, accidently…

Many times when talent acquisition leaders ask for assistance in coaching their recruiters, they say the awful “O” word—order taker.

They want help transitioning recruiters from order takers to business partners/trusted advisors, etc.…

I have no doubt you can give candidates compelling messages about what makes your position exciting, good for their career, etc. 

So why would I want you to ask your hiring managers why they think their position is a great opportunity? For these reasons: 

It’s important for you to know how your hiring managers are “marketing/selling” their positions when they are talking to candidates. When you ask them this question, you may be appalled at how poorly they describe what's great…