Scheduling technology managers for interviews can be difficult for any recruiter. In some cases, they take one look at their calendar and simply tell you they’re too busy to meet with candidates. In others, their confidence in you to bring in great developers fluctuates on a weekly basis.
Your relationships with hiring managers could make or break your recruiting goals. Here are three tips to help you keep a technology manager engaged throughout the entire the hiring process.
Every person you'll ever work with has his or her own approach to collaboration. This is particularly true when it comes to interviewing and hiring developers. Some hiring managers will want to see batches of resumes on a weekly basis. Others won't want to be bothered until you've put qualified candidates through an initial phone screen.
To keep them engaged throughout the hiring process, identify each hiring manager's preferences. If one hiring manager prefers live coding exercises on a white board, make sure there's a whiteboard available in every interview he or she leads. If another prefers video calls for the initial phone screen, allow them to use Skype, Google Hangouts, or any other platform they like.
Developers can tell when you haven’t done your research about their background. The same is true of hiring managers when you haven’t taken the time to understand the roles you’re trying to fill. Why is this such a big deal? Let’s say your technology manager asks you for front-end developer candidates who know HTML5, with bonus points for people who also know AngularJS. If you were to share the resumes of candidates who know AngularJS like the back of their hand, but have no experience with HTML5, the technology manager would probably lose trust in your developer hiring process.
Keeping them engaged is often as simple as understanding the basics of their tech stack. When you feel lost, ask questions whenever you’re unsure about the more specific details that come up in interviews.
Because developers typically can choose where they work, many companies don’t fill their open tech jobs as quickly as they would like to. That often means recruiters have to deliver difficult updates about why the role is still open and why candidates aren’t eager to join the tech team. As uncomfortable as these conversations can be, it’s important not to shy away from them. While a difficult technology manager will likely grow impatient at times, avoid keeping them in the dark for an extended period. Even if you’re not giving them the news they’re hoping for, they will remain receptive to working with you if you maintain an open and consistent line of communication.