Building stronger communication strategies: How to support a smoother hiring process

If communication is a 2-way street, then miscommunication is a highway – loud, fast, and dangerous.

This is especially true in the Direct Sourcing process. Without strong communication between curators and hiring managers, finding the right candidate for each role can become a lengthy, frustrating process. 

We look at how both curators and hiring managers can get aligned and stay connected throughout the talent acquisition journey.

Asking the right questions: Communication tips for curators

Curation can be complicated, especially if you’re flying blind. Without proper guidelines and information from hiring managers, it’s hard to know exactly what the company is looking for – and why they’re struggling to find the right fit.

Here’s how to promote strong communication without creating any bottlenecks in the Direct Sourcing process:

Tip 1: Set expectations early

Without a clear plan, communicating becomes needlessly complicated. 

When starting the process, ensure you’re:

• Clarifying your timeline – including when the manager wants to start interviews, how long they need to make a decision, and when they’d like the new role to be filled
• Understand the best method of communication. Does the hiring manager prefer reading notes through a Direct Sourcing platform, sending emails, getting on calls, or texting? 
• Establishing communication touchpoints. This could look like weekly meetings, daily email check-ins or bi-weekly chats. Find out what works best for the manager and set these up early.

Tip 2: Understand the candidate criteria

Different hiring managers have different candidate expectations. Some tend to be a little vague when describing their perfect hire, while others may give too much information, including a variety of optional qualities along with essential skills. 

Before starting your search for applicants, ask the following questions:

• Why is the role open? Is it a new position meant to support a short term project, or did someone leave their role? If so, why?
• What type of team will the new hire be working with? What’s the department’s culture and values? Who would be the best fit based on personality and experience?
• Which candidate criteria is essential? While companies may list a dozen qualifications, many are “nice-to-haves”. Find out which ones the hiring manager won’t compromise on.

Tip 3: Simplify the process

Hiring managers are busy. They’re likely juggling a variety of tasks, and don’t always have time to thoroughly review every candidate’s profile and resume

That’s where you should come in. Successful curators are the ones who can quickly create a shortlist and summarize each candidate’s profiles, making it easier for managers to choose the right fit.

Direct Sourcing platforms, like TalentNet, can make your job easier.

Our TalentNavigator feature, for example, allows curators to narrow down their search by asking questions specifically related to each job posting, like “Can you show me the top 3 software engineering candidates with over 10 years of experience and leadership qualifications?” 

Similarly, TalentNet’s AI Profile Summaries feature creates a 3-4 sentence summary for each candidate’s profile, including key information like skills, job titles, location, job type, rate and work history/education. 

Acquiring the best applicants: Communication tips for hiring managers

Finding the best fit for each new role is a collaborative process. Here’s how to support a smoother hiring process:

Tip 1: Choose the right Direct Sourcing platform

To properly streamline your talent acquisition strategy, it’s vital to choose an intuitive, AI-powered platform with the features and industry experience you need to connect with your curation team. 

TalentNet’s platform includes TalentConnect, a feature that allows curators and hiring managers to communicate effectively. 

Through TalentConnect, curators can share candidates with hiring managers, allowing you to quickly review all applicants and effectively provide feedback or ask questions using the notes feature.

Tip 2: Provide timely feedback

It’s hard to find the right fit without some guidance. As the hiring manager, ensure you’re providing clear expectations throughout the process. This includes:

• Responding to candidate profiles quickly and with clear thoughts
• Highlighting why a candidate was cut from the process or chosen to move on
• Answering notes or questions from curators within a set timeframe

Tip 3: Offer clear expectations

Every manager has optional requirements that would be a nice addition to their team. This could include leadership experience, additional certifications, or experience with certain software. It’s up to the hiring manager to explain which qualifications are non-negotiable, and which aren’t essential to the role. 

Clear and consistent: Supporting the hiring process

Finding the right hire can become time consuming if the manager and curation team aren’t aligned. Without effective communication, clear expectations, and easy-to-use Direct Sourcing platforms, companies can lose top talent to other opportunities.

As the originator of Direct Sourcing, TalentNet’s AI-powered solution allows for streamlined, efficient communication between all decision makers.

From intuitive SMS and email features to TalentConnect – a platform dedicated to connecting hiring managers and curators – companies save on time and costs while finding the right fit. 

To learn more, book a demo here.