The Hiring Manager plays a pivotal in the talent acquisition process, specifically overseeing the critical interviewing stage. This position requires close collaboration with both the Recruitment team and the Workforce Manager to meticulously identify and select candidates who not only possess the necessary skills and experience for a given but also align seamlessly with the organisation's culture and values. The Hiring Manager is instrumental in shaping the initial perceptions of potential hires and ensuring a consistent, fair, and effective interview experience that ultimately leads to successful placements. Key ResponsibilitiesInitiate and Define the Hiring Process: The Hiring Manager is responsible for kickstarting the recruitment cycle. This involves a comprehensive understanding of the position's requirements, including technical skills, soft skills, experience levels, and any specific project-based needs. They will work with stakeholders to translate departmental needs into clear, actionable job descriptions and interview parameters.Lead the Interview Process Through Successive Rounds: Taking ownership of the interview process, the Hiring Manager will design and lead multiple interview rounds. This includes crafting a range of suitable questions, from behavioural and situational inquiries to technical assessments, all tailored to the specific position specifications and informed by a thorough review of candidate work history and resumes. They will ensure each interview round builds upon the previous one, progressively evaluating candidates in greater depth.Determine the Overall Structure and Time Length of Each Interview Meeting: To optimize efficiency and candidate experience, the Hiring Manager will strategically determine the format and duration of each interview. This could involve individual interviews, panel interviews, group exercises, or presentations, with a clear allocation of time for each segment to ensure all key areas are covered effectively and respectfully of both candidate and interviewer time.Evaluate Candidate Responses in Collaboration with Recruiters to Assess Progression to the Next Hiring Stage: A crucial aspect of this is the thorough evaluation of candidate performance. The Hiring Manager will work closely with recruiters to objectively assess responses, identify strengths and weaknesses, and make data-driven decisions regarding a candidate's suitability for progression. This collaborative approach ensures a holistic and unbiased assessment.Coordinate with the Hiring Team (Recruiters & Workforce) to Set Timelines and Assign Responsibilities: Effective hiring relies on seamless coordination. The Hiring Manager will act as a central point of contact, collaborating with the broader hiring team – including recruiters responsible for sourcing and initial screening, and the Workforce Manager who provides strategic oversight – to establish clear timelines for each stage of the process and assign specific responsibilities to ensure a smooth and timely progression of candidates.Communicate Expectations for an Ideal Candidate and Relevant Strategies for Identification: The Hiring Manager will articulate a clear vision of the ideal candidate for each, translating departmental needs into concrete attributes and competencies. They will then work with the recruitment team to develop and refine strategies for identifying and attracting such candidates, leveraging various sourcing channels and assessment techniques.Collaborate with Recruiters to Prepare for the Interview Process, Leveraging Their Experience in Structuring Meetings: Recognizing the expertise of the recruitment team, the Hiring Manager will actively collaborate with recruiters during the preparation phase. This includes leveraging their insights into candidate behaviour, market trends, and best practices for structuring effective and engaging interview meetings that accurately assess a candidate's potentialInterviewing: Asking insightful, structured, and bias-free questions.Active listening: Understanding candidates' responses and motivations deeply.Negotiation: Managing offers and salary discussions diplomatically.Stakeholder communication: Collaborating with department heads and executives.Empathy: Understanding both candidate and team perspectivesAdaptability: Adjusting to changing hiring needs or market conditions.Integrity: Ensuring fair, transparent, and unbiased hiring.