7 efficient ways to involve managers in your hiring process

Why team collaboration is a must. 💡

Team collaboration is essential for all businesses, big or small. It results in more innovation, efficient processes, increased success, improved communication and the list goes on! However, when it comes to hiring, many recruiters often work with each other without involving other members of their company.

Despite hiring managers being an important piece of the puzzle of the hiring process, many managers don’t have time, don’t prioritize or don’t believe it’s their job to get involved – which is the wrong mentality to have! 

Hiring managers should get their hands dirty as well since this will ultimately avoid bringing serious problems for your organization. The lack of this type of teamwork during an application process can result in bad hires, a difficult relationship between recruiters and managers, lack of organizational transparency and a disparity in expectations and the reality. 

Continue reading to learn how these 7 tips can help you involve your hiring managers in your recruitment process in an engaging and efficient way! 

The essential steps your hiring manager should be a part of 


Involve managers in your hiring process is VERY important. Especially for decreasing candidate turnover rates and helping you fill positions quickly with qualified candidates.  

This doesn’t mean that you should be requiring managers to spend a lot of time in your hiring process. Simply that managers should be invited to collaborate in strategic specific steps along the way, bringing long-lasting benefits to everyone involved.   

1) Prepare the job description together:

Writing a job description is no easy task, especially when you really don’t know the ins and outs of the role or department. Hiring managers should be helping you  create a detailed  job description, outlining activities and responsibilities. While your hiring manager defines what they need. You should pay close attention and make sure their expectations are aligned with industry standards.

 The hiring manager should explain to you as clearly as possible what type of candidate they need and describe in detail what activities need to be performed in the role. It’s up to you to format this information in a way that is clear and understood easily by applicants. 

2) Candidate Persona Alignment 

Simply creating a job description isn’t enough when it comes to attracting, screening and hiring great talent efficiently. You should also speak to hiring managers while you’re creating a job description. And of course, (preferably face-to-face/zoom-to-zoom!) to gain a better understanding of the type of candidate your hiring manager wants and needs.  

  • Why is the position open? 
  • What does the team’s day to day look like? 
  • Talk about the experience, characteristics and skills should this ideal candidate have? 
  •  What experience, characteristics and skills are a plus for this ideal candidate to have? ‘

These are some important questions to ask your hiring manager and their team members when you’re opening a new position. Again, use this moment to check if the hiring manager is aware of industry trends. So that you don’t open a position for a candidate that doesn’t exist! 

3) Align expectations beforehand 

It’s important that you and your hiring managers work together to set realistic expectations about the position. So that both sides are aware of what to expect.

For example, if you are opening a very difficult position to fill, make sure you report that to your hiring manager with some strategies you may use along the way to improve this process. This way they understand that not all positions should be treated the same and are aware of the delays you may have along the way.

4) Create an open communication channel: 

During your recruitment process, candidates may ask some difficult questions only your hiring manager may know the answers tos. 

Make sure hiring managers are available to answer these questions directly to the candidate or to you – so that you can efficiently move on in your process. 

5) Ask for helpful feedback and quick turnarounds: 

Recruiters are tired of knowing that the faster they can close a position, the better it is for the overall organization. Hiring managers on the other hand, might not be so aware of this and take time to give you feedback on candidates or respond to emails.

It’s extremely important to create a streamlined process with hiring managers around the tasks they should perform during the hiring process.  

6) Developing an internal interview strategy: 

Depending on the type of position you’re opening, you might want to approach your internal hiring process differently and this includes candidate interviews. Based on you and your hiring managers availability and the role that is being filled. Determine how many interview stages are needed. And of course, which team members should be included in interview rounds, what type of interviews will you conduct (remote or in-person) etc. 

To help you with this process, Enlizt offers an embedded interview feature. Which allows you to schedule, invite and conduct remote-interviews within our platform. 

7) Providing feedback to disqualified candidates: 

When candidates are disqualified from your hiring process by hiring managers, it’s important for you to  understand why. This will help you give appropriate and personalized feedback to candidates. In addition to offering you valuable insights that might speed up screening for next time.  

How to involve your hiring managers on Enlizt: 

Enlizt makes it easy for you to involve hiring managers throughout your recruitment  process. Not only can you add unlimited users to the platform (for no extra costs!). You can also set labels to manager different positions and organize reporting, create voting and collaboration strategies, allocate tasks, set different permissions for managers and take advantage of other collaborative features more flexibility to your work! 

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