Hiring Managers: Stop Treating Recruiting Like a Side Hustle
The Leadership Skill You Can’t Ignore
Here it is, folks: the not-so-secret secret. The MVP of elite hiring teams isn’t some fancy AI tool, unlimited sourcing budgets, or endless job board postings. It’s hiring managers who treat recruiting as part of their core job — not as a favor to Talent Acquisition.
Hiring isn’t a passive, “check-the-box” exercise. It’s a full-contact sport — part chess match, part team relay, and 100% make-or-break for business success. Yet, too many hiring managers treat it like a side hustle, something to be squeezed in between “real” work. Here’s the truth: the best hiring managers don’t just dip their toes into recruiting; they dive in, headfirst. And guess what? Their teams, their careers, and their companies thrive because of it.
When Hiring Managers Show Up, Magic Happens
Let’s break it down. When hiring managers step up and truly own their role in the hiring process, the results are undeniable. Job descriptions? Sharper, more targeted, and — dare I say — actually reflective of what the team needs, not some Frankenstein wishlist cooked up in a vacuum. Interviews? More insightful, more aligned with real-world business goals, and less of a weird first date where both sides leave feeling unsure about what just happened.
And the hires? Total rockstars. Not just people who meet the qualifications, but candidates who crush it because they fit, contribute, and stick around.
On the flip side, when hiring managers treat recruiting like an afterthought, it’s a mess. Vague job descriptions that read like they were generated by a random buzzword generator. Candidates ghosted mid-process because “something came up.” And hiring pipelines that resemble a leaky faucet — constantly dripping, never quite delivering.
The Truth About Talent Acquisition
Let’s get one thing straight: recruiting isn’t Talent Acquisition’s solo mission. It’s a partnership. Talent Acquisition is the engine, sure — but hiring managers are the drivers. You wouldn’t expect a Formula 1 team to win races if the driver shows up 10 minutes before the race and asks which pedal does what. Yet, that’s exactly how some hiring managers treat recruiting.
Here’s what happens when hiring managers view TA as a transactional service:
- Mediocre hires: Because the job wasn’t defined well, the process was rushed, and critical input came too late.
- Frustrated candidates: Because they were kept in the dark, jerked around, and left wondering if the company even knows what it wants.
- Higher turnover: Because when you hire in panic mode, you get quick fixes — not long-term fits.
Conversely, when hiring managers embrace their role and partner with TA, everyone wins. Better hires. Less turnover. Stronger teams.
The Hiring Manager Mindset Shift
So how do we flip the script? Hiring managers need to stop thinking about recruiting as a chore and start seeing it as a competitive advantage. The best leaders understand that their team is their biggest lever for success — meaning every hire either propels them forward or slows them down.
Here’s how world-class hiring managers approach recruiting:
- They define success before the search starts. They know what the role actually needs to accomplish, not just what skills should be listed on a résumé.
- They prioritize the process. They show up to intake meetings, respond to candidates quickly, and treat interviews like their calendar’s MVP, not an inconvenience.
- They sell, not just evaluate. Top candidates have options, and hiring managers who know how to pitch the vision — without overselling — are the ones who land the A-players.
- They partner with TA, not delegate to them. Collaboration is the name of the game, and the best hiring managers understand that Talent Acquisition is an enabler, not a dumping ground.
Hiring: The Ultimate Leadership Test
Here’s the kicker: hiring isn’t just an HR responsibility; it’s a leadership competency. If you want to see a leader’s true capabilities, watch how they hire. The best leaders build teams that thrive. The worst leaders blame Talent Acquisition when things don’t work out.
When hiring managers treat recruiting like a core responsibility — not an extra task — companies become talent magnets. And that, my friends, is how you win.
The Call to Action
Want a world-class hiring team? It starts with hiring managers who are all in. Not dabbling. Not delegating. Owning it.
If you’re a hiring manager: Step up, partner with TA, and watch how your hiring results transform.
If you’re in Talent Acquisition: It’s time to challenge the status quo. Push for better partnerships, hold hiring managers accountable, and champion the mindset shift.
Because in the end, hiring isn’t just about filling seats. It’s about building the future.
Thoughts? Let me know — especially if you’re living this reality and have seen what works (or what doesn’t).
Brian Fink is the author of Talk Tech To Me. He takes on the stress and strain of complex technology concepts and simplifies them for the modern recruiter. Pick up your copy today!
