In what @HarvardBiz Review calls a “demoralized job market,” you need to think differently than the status quo of hiring.

If you’re new to the hiring manager role or you haven’t hired in a while, consider these best practices to make the process a positive one for both you and your candidates.

Some people think of a recruiter as a replacement for a hiring manager. Not so. Here’s the difference, and how we work together.

A recruiter can be your best ally in hiring. To make the most of the relationship, be prepared going into your first conversation or two. The relationship you have with a recruiter is somewhat customizable, so don’t be afraid to be vocal about your expectations and needs.

There’s a lot of potential in hiring neurodiverse candidates. But you can’t interview them the same way you’d interview a neuro-normal candidate.

Before you contact a recruiter, it’s a good idea to know ✴️Your big-picture needs as a business or team, and how your recruiting strategy will map to that ✴️Exactly what roles you will need to hire for in the next year ✴️What kind of pre-screening you’d expect a recruiter to do.

Too many candidates means you’re not properly screening them. It’s a huge time suck for you, plus a lot of paperwork/administration. The most important thing is to find the right person. It’s certainly possible to arrive at that destination after interviewing even just one person, just make sure you have a solid vetting process.

It’s a good idea to communicate your greater hiring process to candidates in advance. When working with a recruiter, it’s also smart to make sure the recruiter is very clear on your typical hiring process so they, in turn, can communicate it to candidates.