The Unsung Lever in Recruitment: A 6-Step Guide to Supporting Your Hiring Leaders

Let’s face it: hiring managers have a tough job. They’re juggling operational demands while making time to vet, interview, and onboard new team members. But here’s the thing: our role as recruiters isn’t just about finding the perfect candidate, it’s about supporting hiring leaders through the entire process.

I learned this early in my career. I remember working with a department head who was drowning in work while trying to fill a critical role. Every meeting felt rushed, and the frustration was palpable. That’s when I realized my job wasn’t just about delivering resumes. It was about being a partner.

Here’s what supporting hiring leaders really looks like:

1. Understand Their Pain Points

Before jumping into recruitment mode, take the time to understand what’s keeping them up at night. Are they short-staffed? Why? Struggling with retention? Why? By understanding the root challenges, we can offer real solutions, not just candidates.

2. Set Realistic Expectations

Transparency is key. If the market is tight or the role requires niche skills, be upfront about timelines. I once had to tell a hiring manager it could take up to 12 months to fill a role—we filled it in 8, but the honest conversation set the right tone from the start.

3. Provide Regular Updates

Silence breeds anxiety. Even if there’s no major update, sending a quick note about progress or next steps can make a world of difference. Hiring leaders need to feel like they’re in the loop and not left in the dark. Remember they are hearing feedback from their own teams on the volume of work so if you don’t have any results yet, show them the effort your making.

4. Prep Them for Interviews

Not every leader is a natural interviewer, and that’s okay. Offer to help with interview questions, structure, or even sit in on interviews if needed. I’ve found that providing a strong framework boosts the leader’s confidence and ensures we’re evaluating candidates on the right criteria (ideally matching what your discovered in point 1).

5. Be a Problem-Solver, Not a Taskmaster

Sometimes the best way to support a hiring leader isn’t by finding candidates—it’s by identifying process improvements. Are we seeing the same issues pop up during onboarding? Is the role itself attracting the right talent? When you approach recruitment holistically, you offer more value.

6. Follow-Up After the Hire

Once the contract is signed, our work isn’t done. Check in with the leader and the new hire after 30, 60, or 90 days. Are there onboarding issues? Any concerns? This proactive support helps catch potential problems early, keeping everyone on the same page.

At the end of the day, successful recruitment isn’t just about filling roles—it’s about building strong, trusting partnerships with the leaders we serve. When we do that, we don’t just deliver candidates.

We deliver value.

Ultimately, this is the core of Asymmetric Recruiting. The "hard work" is endlessly sourcing candidates to throw at a frustrated hiring manager. The "smart work"—the asymmetric lever—is investing a small amount of time upfront to build a trusting partnership, clarify expectations, and streamline the process. That is the work that delivers a loyal partner, a better hire, and a stronger organization.