Who’s Involved in Hiring?

5 minutes, 1 links

Who’s Involved in Hiring?

Definition The candidate is the person being considered for employment at the company. Some companies refer to candidates as applicants, but we use the more expansive term candidate, since not all candidates apply directly. At the top of the hiring funnel, candidates can be either inbound or outbound.

Definition The hiring manager is an employee, typically a manager with an open position on their team. The hiring manager is also usually a key interviewer, and they will be a crucial voice, if not the sole decision maker, in determining whether to extend an offer. They may become the candidate’s manager if the candidate joins the company.

Some companies employ a “bootcamp” or “team-matching process” that allows for some flexibility in final team placement after the candidate joins, and in these cases the term hiring manager is used more loosely to refer to the primary decision maker.

Definition The recruiter is a specialist in the hiring process who partners closely with the hiring manager to find and attract candidates. A recruiter contributes to crafting a job description, sourcing and screening candidates, conducting informational chats, delivering offers and rejections, and negotiating compensation packages, among other activities. Companies split responsibilities between hiring managers and recruiters in different ways, and as a company grows, recruiters may become increasingly specialized. Internal recruiters (or in-house recruiters) and external recruiters differ in their relationship to the hiring company. An internal or in-house recruiter is a full-time employee at the company, an arrangement which is common at companies that are growing quickly or have achieved a certain size.* An external recruiter is a contractor, typically has more limited duties, and may work with many companies.

Definition Technical recruiters are subspecialists in hiring for engineering roles, particularly those requiring full-time, more experienced candidates. This requires enough familiarity with the technical space for which they are recruiting to enable them to effectively screen candidates and converse with them about their technical experience.

Definition Executive recruiters (or leadership recruiters) are subspecialists in hiring for senior roles. Their work often requires extensive network-building and a high-touch approach to candidate engagement.

Definition University recruiters are subspecialists in hiring full-time employees and interns directly from colleges and universities. This can involve building a relationship with certain universities, attending and sponsoring career fairs, organizing social gatherings or technical talks, and so on.

confusion Recruiter is a job title that may apply to generalists and any of the above subspecialists, but it is sometimes used expansively to refer to anyone engaged in the project of recruiting.

Read six complete sections of this book for free.
Get six free sections of this book in your inbox over the next two weeks.

Companies sometimes break out the tasks associated with searching for and identifying potential candidates into a specialized sourcer role. Sourcers may also conduct the initial outreach to a candidate.

When a sourcer reaches out to a candidate, they may do so under their own name or, less frequently, under the hiring manager’s name. In the latter case, sourcers and hiring managers may agree on a template for the sourcer to use. A sourcer handling the initial outreach typically is not involved past a successful phone screen of the candidate. At this point, a recruiter takes over.

Recruiting coordinators manage the logistics of the recruiting process, including scheduling interviews and arranging candidates’ travel and accommodations. The contributions of recruiting coordinators are more important than may be apparent; for a busy team that is hiring quickly, scheduling is a demanding, critical job.

Interviewers are the people selected to meet formally with candidates to assess their suitability for the company and role (and hopefully to help convince them to join the company if given an offer). After conducting an interview, the interviewer usually provides their assessment to the hiring manager in the form of a rating and written feedback, and may attend candidate debriefs to provide feedback in person. When multiple people are assigned to interview a candidate, this group is often referred to as the interview panel (not to be confused with a panel interview).

startupEarly-stage startups may have a network of investors, advisors, mentors, or even clients and customers that can help out with recruiting efforts for a small team. These advisors or advocates might refer candidates to you, talk to candidates about your company’s potential, or even step in to help assess candidates for skill sets that you are not equipped to test for yet.

If you found this post worthwhile, please share!
Read six complete sections of this book for free.
Get six free sections of this book in your inbox over the next two weeks.