If you have hiring managers who are vague about what they really want in a candidate, this is for you.

This is one of those recruiting realities that can have a big impact on a search, and yet be difficult to resolve. The solution is never to keep sourcing and interviewing candidates in the hopes that the hiring manager will say “Oh, thank you. That candidate is exactly what I wanted.”

Even if that unlikely event happens, it will be a long time coming and only after you’ve spent a lot of time and energy.

Instead, in addition to asking more questions, listen for any terms they use about the role, the ideal candidate, etc. These often fall into one of two categories: 

• It is a term everyone thinks they can define (or should know what it means), so they are reluctant to ask what it means to the hiring manager, for example, executive presence or strong leadership skills. 
• It is a term that no one is sure exactly what the hiring manager means but everyone is reluctant to ask what it means.

A quick test to see if you need to ask the hiring manager to “tell me more”.

If someone were to ask you what that term means, would your answer start with “I think it means….”

What matters in your quest for the right candidates and a quick fill is to know what it means to your hiring manager!

Here is an example from a recent search:

The strategy call) was with the Regional VP, the hiring manager for a VP Business Development position. She kept saying she wanted someone she wouldn’t have to try to find on a Thursday afternoon. Have you ever heard that one? It was a new one for me!

Rather than pretend I had any idea what she meant, I asked what that term meant to her. She responded that she wanted sales executives who she would not have to try to find on Thursday afternoon to get their sales projections. It was important to her that they keep their sales pipeline documents updated. To her, that was a sign of a true sales professional–the kind she wanted in the position.

Not even close to what I had assumed it meant!

I also asked her how she knew when she was sitting across from a sales exec who met that requirement.  As recruiters, we need to know if and how our hiring managers can actually identify candidates who fit that profile.

Why does that matter?

If your HM cannot really make that assessment, your search may go on and on until that magical moment known as the “I got a good gut feel.”

This gave me information about what would be important to her and it went far beyond anything in the job requirements I had received!

It also gave me a short hand way to present candidates to her. By saying “This is a candidate you won’t have to start looking for on Thursday afternoon to get their sales pipeline” she would instantly understand why this was a candidate she should interview.

It makes a real impact when you and the hiring manager share the same language to talk about something the hiring manager really wants in a new hire. It helps the hiring manager truly get why you are excited about a candidate, and also strengthens your trusted advisor relationship with that hiring manager.

All of which mean you get: More influence and credibility with your hiring managers, better candidate flow and faster  times to fill! 

You will love the results of doing this. It takes a little courage, but that’s what makes you a trusted advisor.

Check out my updated book on Amazon: The Consultative Recruiter for more techniques to solve many of the challenges recruiters face with hiring managers—and build a reputation as a consultative recruiter at the same time.