Hiring Manager Vs. Recruiter: What’s the Difference?
All recruiting process decisions in a firm always come down to two members of the hiring team – the hiring manager and the recruiter.
They are responsible for selecting candidates.
If there is a bad hire, all fingers point to these two people.
But, did you know that they have two very different roles?
One is responsible for the recruitment process, and the other is the final decision maker.
They oversee the outcome of the interview process.
So who does what?
What Does a Recruiter Do?
Recruiters lay the foundation for the job requisition and recruitment process.
They use their expertise to fill open positions.
They gather a strong selection of potential candidates for the hiring manager to interview.
Recruiters are also responsible for training hiring managers on how best to assess and interview applicants.
They maintain positive employer branding for their organizations in the job market.
Typically, a recruiter’s day-to-day role involves the following tasks:
- Developing a recruitment strategy for creating and advertising open position listings and attracting high-quality job seekers.
- Posting new job openings and uploading them to job boards, recruitment sites, and networking platforms like LinkedIn.
- Screening potential employees, reading cover letters and resumes, and deciding which candidate the hiring manager should interview for the vacant position.
- Conducting initial interviews and screening qualifications to narrow down the selection of applicants.
Because of the nature of their job, recruiters are often the first member of the recruiting team you interact with during the hiring process. They are the first point of contact.
What Does a Hiring Manager Do?
Recruiters tell the hiring manager who to interview for the open position.
The hiring manager then goes deeper into the candidate’s skills and competencies to find the most qualified applicant.
As such, and pending executive approval, it is the hiring manager’s responsibility to evaluate shortlisted candidates, identify suitable candidates, and turn away passive candidates.
The hiring process also often begins with the hiring manager.
Hiring managers work within different departments in the organization.
This makes them the ideal person to identify a staffing requirement, such as when the organization needs a new employee.
The specifics of a hiring manager’s job include:
- Identifying vacancies and advising Human Resources on staffing requirement specifics.
- Initiating a job requisition and creating descriptions that best describe the available job title.
- Reviewing shortlisted candidates to decide who should proceed to the interviews.
- Conducting in-depth interviews with viable candidates.
- Conducting contract negotiations and negotiating the terms of employment, including responsibilities and salaries. Hiring managers need executive approval before making an official job offer.
- Organizing new employee onboarding.
Often, you meet the hiring manager after talking to a recruiter.
They are your official interviewer.
What Do Hiring Managers Look for?
As we have established, hiring managers typically interview shortlisted candidates.
It is their job to screen and find the best person for the job.
To do this, they often look out for the following key elements:
Passion
Hiring managers want to know that you are genuinely interested in the job.
You may have the skillset, but passion is what makes it easier to keep going on tough days.
It also pushes you to go beyond your job description and help the firm grow.
You can show passion by communicating your enthusiasm and excitement over the opportunity.
Willingness to Learn
Many hiring managers will hire you if you don’t have industry experience as long as you are willing to improve.
This willingness shows adaptability.
The hiring manager wants to know that you can quickly grasp new concepts and remain viable in the ever-changing corporate landscape.
You can show this by asking smart questions, showing an understanding of new technology, and communicating your commitment to growth.
Preparation
A Glassdoor survey shows that 88 percent of hiring managers believe preparation is the best quality in a job candidate.
Hiring managers want to know that you took the time to research the company, the position, and your industry as a whole.
So do your homework.
CareerVidz has a great tutorial on how to research a company for your interview:
Use it as a guide to prepare for your next recruitment meeting.
How to Talk to a Recruiter vs. Hiring Manager
Recruiters and hiring managers play different roles in the hiring process.
This means they ask different questions and look for different things.
To reach the final stage, you must pick the best communication style for the recruiter and hiring manager.
How to Talk to a Recruiter
The recruiter assesses incoming resumes to identify the best candidates for a position.
The recruiter will usually ask you general and preliminary questions to determine if you are a good applicant. These may include:
- Why did you apply for this position?
- Why do you need a new job?
- When can you start?
- What are your salary expectations?
- How are you qualified for this position?
By asking these questions, the recruiter assesses if you should proceed to the interview stage.
When talking to the recruiter, be very honest.
Mention your expectations, abilities, career goals, and salary requirements.
This process is just as important to you as it is to the recruiter.
If you are dishonest, you may waste time on a job that does not meet your needs.
How to Talk to a Hiring Manager
The hiring manager’s questions are more specific to the role and your skills.
A conversation with the hiring manager is a formal interview and is your doorway to the job.
As such, you should communicate in a way that sets you up as the best person for the job.
Use specific examples to demonstrate your abilities and experience.
For the best results, use the STAR method (Situation, Task, Action, Result) to answer questions.
This will help you provide comprehensive and helpful answers.
Is The Hiring Manager Responsible for The New Hire Decision?
Both the recruiter and hiring manager have a major stake in the recruiting process.
However, the final hiring decision lies with the hiring manager.
The recruiter lays the foundations and finds qualified candidates.
The hiring manager assesses the candidates and finds the best fit, thus making the final hiring decision.
What Does the Hiring Process Look Like?
Speaking of which, the hiring process involves more steps than the interview.
It usually goes through the following stages:
Decision to Hire
The hiring manager is responsible for determining whether there is a new position.
This can be very evident, such as when an employee is promoted or terminated.
It can also be more nuanced.
The hiring manager can study the budget, project timelines, and output efficiency to determine if a certain department needs more manpower.
Creating the Job Description
The hiring manager is then expected to define the new role.
This includes creating a job description detailing the required experience, skills, etc.
Recruitment and Initial Screening
The recruitment process is where the recruiter comes in.
They polish the job description the post it on relevant sites to help draw suitable applicants.
The recruiter then screens all the resumes and cover letters to create a shortlist of applicants.
They may also perform initial phone interviews for further assessment.
Interviews and Job Offer
Once the hiring manager gets the shortlist, they conduct the interview process.
The questions asked at this stage are specific to the open position and company.
The recruiter and hiring manager may work with a hiring team to present a job offer.
The offer usually includes allowances, salary, and other benefits.
Onboarding and Orientation
If a candidate is hired, the hiring manager handles all aspects of onboarding and orientation.
They help HR managers fill out paperwork, introduce the new hires to the team, show them around their new work environment and department, and talk them through their responsibilities and upcoming projects.
How to Influence the Hiring Team
Now that you know what decisions the hiring manager does, you can influence their decision to hire you. They have the final say.
The best way to influence their final decision is to research the organization.
Conduct a thorough analysis of the company, its culture, position in the industry, and its values and mission. Hiring managers want an employee already familiar with how their organization works.
Next, use your knowledge of the company and your qualifications to demonstrate that you are a “culture add.” This means you don’t just fit into the company culture.
However, once hired to fill the role, you can bring fresh ideas and perspectives to your team and help the company achieve success. We have a proven resume builder to help you create a winning resume today.
Best wishes!
Request A Resume Review
CV and Resume Examples
Our Story
