Over the past two decades, the role of the hiring manager has transformed in response to changes in technology, workplace culture, and talent acquisition strategies. As a recruitment consultant, I’ve seen first-hand how these changes have transformed the role of hiring managers. Along the way, our relationship with hiring managers and organisations has also evolved, and a relatively new figure has emerged: the talent manager.
The Evolution of the Role of Hiring Managers
There are a few ways the role of the hiring manager has evolved to adapt to the changes in the workplace since we founded Adria Solutions 20 years ago:
Increased Use of Technology
Twenty years ago, hiring managers would sift through printed CVs and rely on face-to-face interviews. Today, technology drives the recruitment process. Applicant tracking systems (ATS), AI-powered screening tools, and video interviews have made recruitment more efficient.
Navigating Talent Shortages and Skills Gaps
The focus is no longer just on a candidate’s current technical skills. Hiring managers now look for adaptability and long-term potential, with greater emphasis on soft skills. The tech digital sectors, in particular, face ongoing talent shortages, which have shifted the focus from purely technical capabilities to candidates’ ability to grow and adapt to new technologies.
Emphasis on Diversity and Inclusion
Hiring managers today are expected to foster diversity within their teams. Today’s recruitment strategies focus on eliminating hiring bias and actively seeking candidates from various backgrounds.
Employer Branding
In today’s competitive job market, hiring managers need to make sure every candidate interaction reflects positively on the organisation, even for those candidates who don’t get the job. Hiring managers must “sell the role” to the candidates and reinforce the company’s employer brand.
Candidate Expectations Have Changed
Today, candidates expect much more from the hiring process than 20 years ago. For example, detailed post-interview feedback, open communication or a well-defined process are vital for a positive candidate journey. The power dynamic has shifted, and candidates often hold more leverage in specific industries due to talent shortages.
How Recruitment Consultants Have Adapted
Hiring managers aren’t the only ones who have had to evolve. The role of recruitment consultants like myself has also undergone significant changes in 20 years. Two decades ago, I dealt directly with hiring managers (e.g. a Head of Technology or a CTO) without the intervention of a talent manager. Today, more stakeholders come into play, with talent managers often acting as intermediaries.
The Impact of Remote Work and Technology
One of the most significant changes in recruitment in 20 years has been video conferencing tools like Teams and Zoom. In the past, I would often drive to Liverpool or Manchester for client meetings, which could take up to half a day. Now, I can connect with clients and candidates anywhere in the world in less than an hour. Technologies like these have made time management easier and have opened up the possibility of working with companies outside the North West.
However, the convenience of video conferencing comes at a cost. In-person meetings allowed me to establish rapport with candidates and hiring managers more effectively. You can read people and their body language better in face-to-face meetings than through a screen. Building trust and getting a real sense of a candidate’s personality is something that still benefits from in-person interaction.
The Changing Dress Code
Another area that’s evolved over the years is the dress code. When Dave and I started working in recruitment, wearing a full suit and tie was the norm for recruitment consultants. It was a symbol of professionalism and respect. Today, the dress code has relaxed, and that’s no longer essential.
The pandemic accelerated the trend towards more casual dress codes. While professionalism remains crucial, the focus has shifted from appearance to performance, which is something we can all agree is a positive change.
Final Thoughts on the Relationship of Recruitment Consultants and Hiring Managers
The role of the hiring manager has become more strategic, data-driven, and collaborative in the last 20 years. Building strong relationships, understanding client and candidate needs, and ensuring a positive experience for all parties involved are still at the heart of recruitment, regardless of any new technologies and market changes.
If you’re a hiring manager or a talent manager looking to work with an experienced recruitment consultant you can rely on, let’s connect and chat.
