An employee’s relationship with their manager has a ripple effect throughout the whole company. A negative relationship can mean an employee becomes detached from their work, and their productivity suffers. If the situation gets worse, the employee is likely to leave, costing the company 5 to 10 times more to replace the ‘bad hire’ than it did to hire them originally. An effective way to avoid this risk is to ensure every candidate is compatible with their manager before they are hired.
A manager has to be able to effectively train and motivate a new employee. In order to do so, they need to have an open and productive rapport. It's therefore vital that managers are involved in the early stages of recruitment. That way they have the greatest opportunity to spot candidates with whom they see the potential for a professional spark.
Unfortunately, managers have priorities that supersede hiring demands: more often than not they know very little about the talent pool that originally applied for the job, and only meet a select few at final interview. Video interviewing allows managers to see a glimpse of all applicants’ personality within the limited time they dedicate to recruitment. Finding dazzling personal chemistry is not easy, but widening the field can help.
Video interviews can be accessed remotely, at any time. Hiring managers can use small windows in their day to review applicant videos and shortlist or reject those they react strongly to. This increases the chance of finding a good hire, without managers needing to schedule out whole days. When managers do then take the time to conduct face-to-face final interviews, their time will more likely be spent with candidates they can effectively engage with.
Ultimately, by involving managers in the recruitment process sooner, a good hire is more likely: productivity increases, retention rates improve and your company saves money.
How involved do your managers get in recruitment?