What Are Examples of Successful Partnerships With Hiring Managers as An HR Manager?

What Are Examples of Successful Partnerships With Hiring Managers as An HR Manager?

In the quest to fill some of the most challenging roles, we’ve gathered insights from top hiring professionals, including executive recruiters and founders. From conducting a confidential executive search to placing a specialized legal researcher, here are five real-life examples these experts have provided to showcase successful partnerships with hiring managers.

  • Conducted Confidential Executive Search
  • Adapted Requirements for IT Hire
  • Targeted Athleisure Designer Recruitment
  • Creative Approach to IT Recruitment
  • Specialized Legal Researcher Placement

Conducted Confidential Executive Search

First, as a 25-year veteran recruiter working in the advertising/marketing niche, I will go on record saying each role has its own set of difficulties. However, one specific situation in my career stands out.

About 15 years ago, I was called by the Managing Director of one of the leading advertising agencies on the West Coast. Due to my proven track record with his company over the past two years, he asked me to undertake a confidential search. He began the call by stating he wanted this specific search to be conducted with the utmost confidentiality. He instructed me that nobody else at my firm was to be briefed on this search—just me.

He wanted me to identify a new SVP to manage the largest piece of business in their global network. The chosen candidate was to replace someone who had been in this role for only a short time but was having difficulties forging a strong relationship with their client’s management. The Managing Director decided to make a change in leadership before the ill will put the account in jeopardy and potentially lose the firm millions of dollars in revenue.

The Managing Director was adamant that he wanted me to identify candidates with specific experience. He had me sign an NDA that stated I was not to divulge his name or the agency I was representing. There was no job description. There were to be no emails, texts, or voicemails shared. He didn’t want the word to get out that they were looking to make a change in personnel of this magnitude. No paper trail or trace of any kind. By tying my hands, I was to convince executives to leave their current position for a new opportunity without sharing this pertinent, critical information.

The Managing Director wanted me to coordinate interviews at off-site locations during off-hours (i.e., dinners and weekends). I was to have only one candidate in the process at a time. Each candidate was also required to sign an NDA before their first meeting. If they did not comply, they were not to be in the process any longer. I was only allowed to share the name of the restaurant and the time to arrive with the candidate. Once the candidate arrived and was seated at the restaurant, the Managing Director would come to the table and introduce himself.

This search took nearly five months to complete. In the end, both the Managing Director and the selected candidate said that this was the most well-coordinated executive search they had been a part of and thanked me for the discretion.

Jamie MccannJamie Mccann
Executive Recruiter, 3AM Marketing Services

Adapted Requirements for IT Hire

We took on the daunting task of filling a highly specialized IT position that had been open for months by working closely with a recruiting manager. We pooled our knowledge and developed a specialized recruiting plan that reached out to professional networks and specific online forums frequented by qualified applicants.

We also realized that our initial expectations were too restrictive, so we reevaluated the requirements of the function. Because of this, we widened our search to include people who could learn new skills on the job and were open to specialized training.

At the end of the day, the partnership hired someone who didn’t quite fit the mold, but had the right attitude and a solid set of skills to get the job done. In addition to successfully filling the position, this method demonstrated the value of being adaptable and working together strategically during the recruitment process, which resulted in a very competent and versatile team member.

Volen VulkovVolen Vulkov
Co-Founder, Chief HR Officer, Enhancv

Targeted Athleisure Designer Recruitment

Certainly, a successful partnership example is when we collaborated closely with a hiring manager to fill a highly specialized technical designer role in our custom athleisure line. Recognizing the unique blend of skills needed, we combined our industry knowledge with the manager’s insight into the team’s dynamics and technical requirements. We crafted a targeted recruitment strategy, utilizing niche job boards and social media platforms to reach potential candidates with a specific skill set and passion for athleisure.

This collaborative approach led to not only identifying but also attracting a candidate who not only met the technical qualifications but also shared our company’s vision for innovation and sustainability in apparel design. The result was a seamless integration into the team, driving forward our product development with fresh perspectives and expertise.

Nicolas KraussNicolas Krauss
Founder and CEO, dasFlow Custom Sublimation Apparel

Creative Approach to IT Recruitment

Certainly! The niche example is the case of cooperation with a manager who is in charge of hiring for the IT department and who has a hard time filling a certain post. The position required a very complex overlap of skills from both advanced data analytics and creative problem-solving, making it very hard for us to find suitable candidates through standard recruitment channels. In this regard, the recruitment manager and I decided on a few crucial steps, such as those which proved effective.

First of all, we decided to engage with online communities and forums where specialists with those highly sought-after skills could be found. Subsequently, we developed outreach messages that were specifically directed to highlight not only the technical specifications of the position but also the artistic elements it offers and the influence that their work would have on the company. In addition to that, we used employee networks for referrals and enabled employees who referred interview-stage candidates to receive incentives.

This approach not only broadened our circle but also attracted candidates who had a better cultural fit for our team. The relationship I established with the recruiter has contributed a lot to my getting the job. We had a call every week to review our strategy and redefine our approach based on the feedback we were receiving. We also checked our alignment on the factors for picking the candidates.

This constant interaction, however, had its downside because it forced us to develop strategies on the fly and, as a result, we ended up with an outstanding hire not only as far as technical skills are concerned but also in light of the fresh views that were brought to our team.

I was soon confronted with the feeling that this role was not as easy to fill as I had thought, and I therefore came to realize the importance of a collaborative approach to recruitment. Through the application of our market knowledge and the hiring manager’s nuanced comprehension of the role’s specifications, we were capable of developing an innovative tactic that was able to address the particular problems tied to the role.

Anup KayasthaAnup Kayastha
Founder, Serpnest

Specialized Legal Researcher Placement

As the owner of a Legal Process Outsourcing (LPO) firm, I once faced the challenge of finding a highly specialized legal researcher to support a complex case for one of our clients in the healthcare industry.

The hiring manager and I collaborated closely to understand the unique requirements of the role and the specific skills needed. We established clear communication channels to ensure a seamless exchange of information throughout the recruitment process.

Leveraging our network and employing targeted recruitment strategies, we identified a candidate with a strong background in healthcare law and exceptional research skills. The partnership extended beyond the initial recruitment phase, as we worked together to integrate the new hire into our team and provide any necessary training.

This successful collaboration not only filled a challenging role promptly but also strengthened our relationship with the hiring manager, showcasing our ability to deliver tailored solutions for specialized legal needs.

Aseem JhaAseem Jha
Founder & Head of Customer Delivery, Legal Consulting Pro

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