5 Steps to Calibrating Recruiter-Hiring Manager Alignment

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Fostering a positive relationship with a hiring manager is a journey that involves both patience and an honest assessment of the current state of the relationship. Bersin by Deloitte research found the most influential predictor of TA performance outcomes is a strong relationship between the recruiter and the hiring manager. In fact, this relationship is four times more influential than other TA performance drivers.¹

Many TA leaders also believe their recruiters are perceived with high regard by hiring managers and company leadership. However, a study by ERE Media found that recruiters and hiring managers have different views of recruiter performance—with recruiters giving themselves an average performance grade of B and hiring managers giving recruiters an average grade of C-plus.²

Robin Erickson, PhD, Vice President of Talent Acquisition, Engagement, and Retention Research at Bersin by Deloitte, Deloitte Consulting LLP, will share five steps that TA leaders and recruiters can take to begin collaborating more effectively with hiring managers. We'll also share HubSpot's story of how they've improved their recruiting workflow to meaningfully impact their hiring numbers.

In this webinar, we'll cover the following topics:

Recognize the value of relationships between recruiters and hiring managers
Assess the current maturity of relationships
Conduct recruiting strategy kick-off meetings
Align expectations with service-level agreements (SLAs)
Maintain two-way communication channels

Our Presenters

Robin Erickson, Ph.D., directs Bersin by Deloitte’s Talent Acquisition, Engagement and Retention Research practice, where she draws on her most recent experiences focused on Talent Strategies consulting and research for Deloitte’s Human Capital practice. In addition to her Bersin by Deloitte publications, she led Deloitte’s global Talent 2020 longitudinal survey series and has authored two Deloitte Review publications. With more than 20 years in management consulting, Robin has broad experience in talent strategy, change management, retention improvement, workforce planning, organization design, mass career customization, diversity and inclusion, leadership alignment, culture assessment, workforce transition, project management, and facilitation. Robin holds a doctorate from Northwestern University in Organizational Communication and Change, a Master's degree in Communication from Northwestern University, a Master's degree in Theology from Northern Seminary, and a Bachelor of Arts degree from the University of Chicago.

Becky McCullough is Director of Recruiting at HubSpot, where she leads the team responsible for attracting
and hiring top talent for the company's North American offices. Her role is focused on scaling HubSpot's
recruitment engine, from optimizing interview processes to examining the role data can play in hiring decisions to
executing HubSpot' s mission to grow a diverse and inclusive work environment. Prior to joining HubSpot in 2015,
Becky led experienced hire recruiting for McKinsey & Company's North American offices and started her
recruiting career with Heidrick & Struggles, the global executive search firm. She has an MBA from Columbia
Business School and a BA in Psychology from Tufts University.

¹ High-Impact Talent Acquisition: Key Findings and Maturity Model, Bersin by Deloitte, Deloitte Consulting LLP / Robin Erickson, PhD, Kim Lamoureux, and Denise Moulton, 2014.
² “Can This Relationship Be Saved?” Human Resource Executive Online / Andrew R. McIlvaine, June 5, 2014, www.hreonline.com/HRE/print.jhtml?id=534357178.