Why you should train hiring managers in recruitment

A manager asking a candidate if she plans to get pregnant in the coming months? A manager keeping a candidate waiting for 45 minutes without an apology? A manager who thinks a 15-minute interview is enough to assess a future employee? 

If these situations sound familiar to you as an HR professional, it is essential to equip your managers with the right tools and train them in recruitment. 🔍

Regardless of how effective your sourcing, job ads, or attraction strategies are, everything can fall apart if the hiring manager conducting the interview lacks professionalism, cannot objectively assess candidates, or fails to represent the company culture correctly. 

Recruitment is a critical strategic step that shapes the future of both the team and the company. It is not just about technical skills but also about integration, cohesion, and long-term vision. 

Why train your hiring managers in recruitment? 

Hiring managers: your best ambassadors

Managers are crucial to the recruitment process. They are the first point of contact for potential new hires and play a key role in shaping a candidate’s perception of your company. To be effective ambassadors, they must fully understand the recruitment process and how to represent the company's image and interests. 

More effective hiring through hands-on insight 

Managers are in the best position to understand the real needs of their teams. They know the daily challenges, the skills that make a difference, and the work culture that enables success. Training them in recruitment helps them not only define the right profiles but also recognize the importance of hiring individuals who integrate well into their environment. 

Beyond understanding profiles, training allows managers to grasp the long-term stakes of recruitment. Hiring becomes a strategic process that influences team cohesion and overall performance. 

Time savings for everyone 

Properly trained managers reduce the risk of poor hiring decisions and, consequently, costly turnover. When a manager knows precisely what they are looking for, the recruitment process becomes faster and more efficient, fewer candidates to sort through and less time wasted on unsuitable profiles. 

Trained managers can ask the right questions and assess both technical skills and soft skills, leading to higher-quality recruitment. This benefits everyone: recruiters receive more relevant applications, and managers welcome team members who are the perfect fit. 

Team cohesion first 

Hiring is not just about evaluating a candidate’s skills. A trained manager can assess team dynamics, ensuring that the new hire complements existing team members. A successful hire fosters synergy and smooth integration within the group. 

Optimized collaboration with external recruiters 

Well-trained managers enhance collaboration with recruitment agencies. As mentioned earlier, the interview - often led by the manager - shapes the candidate’s perception of the company. A negative experience at this stage can derail the entire hiring process, no matter how well-executed it was up to that point. Alignment on the recruitment process and close cooperation with HR partners lead to more effective and high-quality hires. 

A better understanding of market urgency 

In a highly competitive job market where candidates are constantly solicited, recruitment speed is critical. Managers must be aware of this urgency. A lengthy process or delayed decision-making can result in losing top talent. Training managers to act quickly enhances the company’s attractiveness. 

A direct impact on team performance 

Managers need to understand that the quality of their recruitment directly impacts team performance. A well-thought-out hire boosts collaboration, increases employee engagement, and improves overall results. By making managers aware of this, you empower them to make informed decisions that benefit the entire organization. 

Awareness of diversity and inclusion 

Decision-making free from bias is crucial. Managers must be trained to recruit fairly and inclusively. Sessions on diversity, unconscious bias, and fair recruitment processes are essential. 

Respect for data confidentiality 

Candidate data protection is a critical issue in recruitment. The General Data Protection Regulation (GDPR) imposes strict rules on collecting, storing, and processing personal data. While HR professionals are usually trained in these regulations, managers often are not. 

Managers need to understand that information gathered during interviews - such as qualifications, work experience, and even sensitive data (e.g., health status, racial or ethnic origin) - must be handled with care and in compliance with legal requirements. Additionally, some managers may check references without candidate consent, which is prohibited. 

How to train your hiring managers in recruitment? 

In-person or online training 

Organize dedicated training sessions where managers learn recruitment fundamentals, from interview techniques to competency assessment tools and integrating company culture into the process. Online training offers a flexible alternative, allowing managers to progress at their own pace. 

Interactive modules and practical workshops 

Provide hands-on workshops where managers practice conducting interviews, analyzing CVs, and asking relevant questions. These real-world scenarios help them develop their skills in a supportive environment. Feedback from recruiters and managers can also be highly beneficial. 

Tools and evaluation methods 

Train managers to use the right tools to assess both technical skills and soft skills. Structured interviews, tests, and case studies are effective methods to refine their judgment while remaining easy to implement. 

Continuous training 

Recruitment is constantly evolving. Ongoing training, through conferences or webinars, keeps managers updated on best practices and market trends. 

Active participation in the recruitment process 

Encourage managers to be actively involved in the recruitment process. By reviewing applications, conducting interviews, and making hiring decisions, they gain a deeper understanding of the company’s challenges and develop a more comprehensive view of recruitment. 

The recruitment tracking sheet 

A recruitment tracking sheet is an essential tool for managers. It summarizes the initial recruitment steps, validates prerequisites, and highlights key points to confirm. This document serves as a valuable guide to ensure a complete and objective candidate evaluation. 

Personalized coaching 

For managers who need extra support, individual coaching can be beneficial. This may include follow-up sessions to improve interview techniques, ask the right questions, or handle complex situations. 

Feedback and debriefing 

After each recruitment, managers should receive feedback on their choices and the integration of new hires. Reviewing their approach allows them to refine their methods for future hiring. 

Trained managers, successful recruitment 

In summary, training your managers in recruitment is not just an investment in better hiring but also in team cohesion and long-term company performance. A well-trained manager becomes a key player in the recruitment process, capable of selecting the best talent and ensuring their successful integration. By investing in their training, you are investing in your company’s future.