The conversation about hiring has changed dramatically in the past decade. Once upon a time, recruiters were viewed as service providers – people who processed resumes and filled open seats. Today, they’re strategic operators, managing a complex, high-stakes ecosystem where speed, judgment, and influence often determine an organization’s ability to compete for talent.
But even the most capable recruiter can only be as effective as the relationship they have with their hiring manager. That’s the part too many leaders overlook.
If your team is struggling to fill roles, it’s worth asking yourself: Am I giving my recruiters what they need to succeed?
The New Reality of Recruiting
The so-called “war for talent” never really ended; it just evolved. Candidates have more choices, better tools, and higher expectations than ever. Recruiters, meanwhile, operate in a world of constant noise, automation, and data-driven pressure to deliver fast.
They’re navigating shifting job markets, new technologies, and candidate behaviors that change faster than most organizations can adapt. Yet despite these challenges, the fundamentals remain: the best hires come from strong collaboration between hiring managers and recruiters.
When you treat your recruiters as business partners, rather than order-takers, you unlock a level of alignment that transforms the hiring process from reactive to strategic.
Five Ways to Build a True Talent Partnership
1. Involve them before the need arises.
The most successful hiring outcomes start before a job opens. Keep your recruiters informed about potential vacancies, team shifts, or new initiatives on the horizon. Early insight gives them time to build pipelines, engage passive candidates, and prevent those “we needed this person yesterday” scenarios.
2. Provide context, not just a job description.
A recruiter’s effectiveness depends on how clearly they understand what you actually need – not just what’s listed on a template. Explain what success looks like in the first six months. Share what makes someone thrive on your team. The more context you provide, the more targeted and efficient the search will be.
3. Respond with urgency.
Top talent moves fast. If it takes weeks to review resumes or provide feedback, you’ve likely already lost your best options. Treat the hiring process like the strategic priority it is, because the people you bring in will define your performance long after the role is filled.
4. Give actionable feedback.
Recruiters can’t refine their search if your only comment is “they weren’t the right fit.” Be specific about what worked, what didn’t, and why. That clarity not only improves future candidate matches but also strengthens mutual trust and efficiency.
5. Recognize their value.
Recruiting is emotional labor. It requires resilience, intuition, and relationship management – all often underappreciated. A simple thank-you or acknowledgment of effort can go a long way in sustaining motivation and reinforcing partnership.
The ROI of Collaboration
When hiring managers and recruiters operate in sync, the payoff extends far beyond faster fills. You gain better hires, stronger engagement, and a talent brand that reflects alignment and professionalism.
Recruiters are not magicians, and they’re not mind readers. But when they’re equipped with insight, context, and support from the business leaders they serve, they become one of your most powerful strategic assets.
Dan Van Slambrook leads ASE’s Staffing Services. For more information about how ASE can assist with your recruitment needs, contact him at dvanslam@aseonline.org or 248.223.8014