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It’s time to improve your recruiting process by re-assessing the role of 3 people: Hiring Manager, Recruiter, and Candidate. Kevin Kirkpatrick leads three recruiting departments for hospitals. Now running a search and consultancy firm, he provides advice and support to health systems who aren’t happy with the status quo.

In this webinar, Adam will be asking Kevin about:

  • Providing the best experience to candidates.
  • Motivating, leading, and improving a team of recruiters.
  • Effectively managing relationships with hiring managers.
  • How to maximize recruiting speed.

The best ways to report important results & improving effectiveness.

Whilst we’re big into automation and technology, it will also hold true that recruiting is a human process.

It’s a series of human relationships involving people taking important life decisions for themselves or 100s of patients. Recruiters & hiring managers have to work together in order to recruit, retain and engage great talent. Candidates demand better experiences every day. If they don’t get them, they go elsewhere.

The best way to ensure your recruiting process is performing at its best? Make sure all three parties – recruiter, hiring manager, and candidate – have a role (and keep them accountable to it!).

The Hiring Manager and Recruiter

You may think that the hiring manager is the most important person in the recruiting process, and you wouldn’t be alone. They make the final decision = who wins and who loses. But the recruiter also plays a critical role in your organization. They’re responsible for bridging the divide between hiring managers and candidates. They do this by representing your brand and selling it to prospective employees. They also serve as an advocate for both parties throughout their conversations—acting as a conduit between them so that no one’s needs fall through the cracks (as much).

Because of this dynamic, recruiters need to be able to relate on many levels: with candidates who are looking for work, with managers who want help hiring new team members but don’t know where or how to start talking about it; even sometimes with other recruiters who might not get along well just because they’re different people with different perspectives on things.”

Candidates should be at the center of the recruiting process

Recruiting processes are often created with an organization’s goals front and center. Be it cost-saving, efficiency, or staying on brand, internal needs often distract us from whom we’re trying to impress: candidates.

They’re looking for a new job, so they want to be involved in making decisions that affect them directly. Candidates want to know who else is interviewing and what kind of questions they’re asked, as well as when they will be interviewed. They want feedback on their interview performance, and some even want to meet with anyone who was part of their hiring decision (yes, even if all you did was schedule the interview).

Candidate-centered recruiting means giving candidates access to information about themselves throughout the process.

Don’t forget…speed matters

Speed is important for the recruiter. Speed is important for the hiring manager. Speed is important to candidates, who want to get their applications in as soon as possible so they can start interviewing (and hopefully getting a job). But speed matters most of all when it comes to the relationship between a recruiter and hiring manager.

When candidates apply somewhere that values speed and efficiency, their ability to move quickly will only make them more likely to work with that organization. This is especially so if other recruiters take longer to respond or don’t meet deadlines. In fact, some recruiters spend so much time on each candidate that they have no time left over at all! This might be fine if they have tons of candidates coming through their pipeline, but when it’s slow out there (let’s be honest – most healthcare orgs. could do with more applicants), this slow-moving approach won’t get them very far.


Don’t get me wrong, hiring managers and recruiters are important too. But if you want to optimize your recruitment process, the candidate must be at the center of that process. It all starts with a good hiring manager and a recruiter who understands how to connect with candidates and win them over.

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