When filling important roles and sourcing top tech talent, creating synergy between hiring managers and recruiters is a must. This alignment directly influences critical metrics such as time to fill and quality of hire, turning the recruitment process into a strategic asset. A positive hiring manager-recruiter relationship is one of the top performance drivers in successful talent acquisition. This guide lets talent acquisition managers explore how to align hiring manager expectations in tech recruiting to create a powerful team.
Understanding the Current Tech Recruitment Landscape
Intense competition and shifting dynamics have marked the current tech recruitment landscape, making setting expectations for the tech hiring process more important than ever. As the second fastest growing sector, the tech industry, which includes computer and mathmatical occupations, is expected to grow by 12.9%, putting more pressure on recruiters during the current tech shortage. In the U.S. alone, there were an additional 528,000 jobs in July 2022, with salaries seeing a 5.2% increase from the previous year.
This fierce competition is evident, as 86% of chief information officers reported increased difficulty in securing top tech talent in late 2022, with 73% expressing concern over talent attrition. This market intensity will likely persist through 2026, emphasizing the need for talent acquisition and hiring managers to align their expectations with the realities of this challenging environment.
Common Misalignments in Hiring Manager Expectations
One of the most common challenges in tech recruitment is the disconnect between hiring managers and recruiters, leading to unrealistic expectations and misaligned priorities. Hiring managers often envision the ideal candidate — someone with a perfect blend of skills, experience and cultural fit — without fully understanding the realities of the current job market.
Recruiters, grounded in market data and trends, may struggle to meet these demands, especially with a limited or highly competitive talent pool. This misalignment can result in extended time-to-hire, missed opportunities and frustration on both sides. Achieving harmony requires clear communication and mutual understanding to streamline the hiring process. Below are some of the most common misalignments to help identify potential issues and align hiring manager expectations for tech recruiting:
Time Frames
One of the most common misalignments between hiring managers and recruiters is the expectation around time frames. While hiring managers often want to fill roles quickly, the average time to fill open tech roles increased to 47.5 days in 2023, reflecting the challenges of finding the right talent in a competitive market. Realistic tech recruiting timelines require balancing speed with quality. Using relevant industry data to develop realistic time frames can prevent frustration and improve hiring outcomes.
Competition
The competition for tech talent remains fierce, even amidst sector layoffs. Companies are vying for a limited pool of skilled candidates, making employer branding and transparency more critical than ever. To stand out, businesses must communicate job roles, benefits, development opportunities and company culture clearly. Candidates prioritize these factors when deciding where to work. By enhancing employer branding and optimizing the candidate experience, companies can better navigate the competitive landscape and attract top tech talent.
Qualifications
Another common misalignment is the expectation of finding someone who perfectly meets every qualification. This approach can limit the talent pool and extend hiring timelines. Instead, talent acquisition managers focus on core competencies and critical skills, recognizing that ideal candidates might not check every box but can grow into the role, especially with professional development and upskilling opportunities. Balancing desired qualifications with realistic expectations helps streamline the process and leads to more successful hires.
Compensation
When it comes to compensation, tech market rates often exceed budget expectations. The average salary in the US is $111,193 per year, with certain areas like the Silicon Valley seeing salaries as high as $141,618 annually. These trends emphasize the need for competitive offers, especially as it becomes easier for talented tech professionals to secure remote jobs abroad.
The Power of Specific Questions in Aligning Expectations
Asking specific questions during the initial intake meeting is an important step. Clear communication helps clarify role requirements, candidate profiles and timelines, ensuring both parties are on the same page. This proactive approach sets the foundation for a successful hiring process. Here are some examples of questions talent acquisition managers can use that align expectations during this stage:
- What's the target start date for this role, and are there any key project deadlines that could impact a realistic tech recruiting timeline?
- How will we position the company's employer brand against competitors, and what unique aspects should we emphasize to stand out?
- Which specific skills or certifications are non-negotiable for this role, and are there any preferred qualifications that could enhance a candidate's suitability?
- What's the budgeted salary range for this position, and are there additional compensation elements such as bonuses or equity?
Asking specific questions like these during intake meetings fosters a shared understanding between recruiters and hiring managers. This clarity enhances recruitment efficiency and targets suitable candidates more effectively, ultimately leading to higher-quality hires and reduced time-to-fill.
Strategies for Calibrating Expectations
Hiring managers and recruiters can adopt actionable strategies that ensure both parties share a common understanding of the recruitment process and expected outcomes. Here are several strategies for effectively calibrating tech job qualifications and expectations:
- Clear communication channels: Scheduling regular meetings to maintain open lines of communication allows for the timely discussion of role requirements, candidate feedback and process adjustments.
- Data-driven insights: Key performance indicators can monitor the recruitment process. This data helps inform decisions and the progress toward shared hiring goals.
- Standardized recruitment processes: Tools, such as applicant tracking systems, centralize candidate information and make it easier to share updates.
- Continuous improvement: A culture of feedback helps recruiters and hiring managers suggest improvements to the recruitment strategy.
- Technology integration: Communication tools can facilitate synchronous and asynchronous discussions for flexibility and responsiveness.
Setting up for Recruiting Success
Aligning expectations between hiring and talent acquisition managers enhances the hiring process and leads to better outcomes. Here are some key takeaways:
- Establish clear, ongoing communication and calibration strategies.
- Utilize data-driven insights to fine-tune recruitment efforts.
- Emphasize the importance of well-being and upskilling to attract and retain top talent.
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