How to Influence Your Hiring Manager to Recruit Effectively?

In this article, we will explore how to identify different hiring manager profiles, establish an effective partnership, and overcome objections to optimize the recruitment process.

🔍 The Different Profiles of Hiring Managers

Each hiring manager approaches recruitment differently. As a recruiter, your role is to identify their profile and adapt your approach to facilitate collaboration. Here are some typical profiles you may encounter:

The Comparator

Behavior: Wants to see multiple candidates before making a decision, even if the first one is a perfect match.

Why do they act this way? They fear "missing out on something better" and want to explore all options before committing.

✅ Recommended Approach:
✔ Set clear evaluation criteria from the start to avoid unnecessary comparisons.
✔ Limit the number of candidates presented: Offer a two-step process—"Here are the top three candidates based on our criteria. If none are suitable, we will adjust the search."
✔ Highlight market speed: Remind them that top talent doesn’t stay available for long, and waiting could mean losing an excellent candidate.

The Unicorn Seeker

Behavior: Expects the "perfect" candidate with every skill imaginable—and more.

Why do they act this way? They aim for an ideal without considering market realities or possible compromises.

✅ Recommended Approach:
✔ Provide a "reality check" with data: Present concrete figures on the rarity of profiles matching their requirements and suggest alternatives.
✔ Promote a potential-based approach: Emphasize the benefits of hiring talent with strong cultural fit and transferable skills.
✔ Differentiate between "must-haves" and "nice-to-haves": Clarify which criteria are non-negotiable and where flexibility is possible.

The Minimalist Feedback Provider

Behavior: Provides little to no feedback on candidates, slowing down the process.

Why do they act this way? Lack of time, disinterest in recruitment, or difficulty articulating expectations.

✅ Recommended Approach:
✔ Structure feedback requests: Use a simple format, such as a quick evaluation grid (e.g., "Is this candidate a good fit? Yes / No / Why?").
✔ Set up regular validation points: Schedule a 15-minute weekly meeting to discuss candidates.
✔ Offer comparisons to facilitate evaluation: "Between these two profiles, which one seems closer to your ideal candidate?"

The Biased Decision-Maker

Behavior: Prioritizes subjective criteria (e.g., university, previous company, industry experience) over a candidate’s actual potential.

Why do they act this way? Influenced by personal references and biases.

✅ Recommended Approach:
✔ Use data to challenge biases: Present case studies or concrete examples of unconventional candidates who have succeeded in similar roles.
✔ Suggest exploratory interviews: "Let’s test this profile and see how they perform in an interview." This broadens their perspective without immediate commitment.
✔ Leverage internal allies: If other hiring managers have successfully hired "non-traditional" profiles, highlight these cases as references.

🤝 Building a Trust-Based Relationship

Influence is not about confrontation but about transparency and collaboration. Here are some effective strategies:
✔ Schedule regular meetings: A weekly check-in helps refine criteria and align expectations.
✔ Share qualitative and quantitative data: Provide insights on the market (salaries, talent availability, average hiring time, etc.).
✔ Use the right tools: Collaborative platforms like Co//app help streamline tracking and communication.
✔ Adapt to the hiring manager’s communication style: Some prefer detailed emails, others quick in-person discussions—adjust accordingly.

🎯 Handling Objections and Persuading Effectively

Hiring managers may have legitimate concerns. Here’s how to address them tactfully:
👉 Budget concerns: Explain the real cost of resources (e.g., LinkedIn Recruiter license, agency fees, cost of a vacant position).
👉 Time spent on recruitment: Show how long hiring delays reduce the role’s attractiveness.
👉 Lack of "ideal" candidates: Use a "reverse engineering" approach—start with available talent and adjust the criteria accordingly.
👉 Rigid requirements: Support your arguments with concrete data (e.g., salary gaps between the market rate and the allocated budget).

Finally, finding allies within the organization (HR, the hiring manager’s colleagues, other recruiters) can strengthen your credibility and facilitate discussions.

Influencing a hiring manager does not mean imposing a decision but rather guiding them with facts, tools, and a collaborative approach. The more you position yourself as a strategic partner rather than just an executor, the more effective your recruitment process will be—aligned with market realities.