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Writer's pictureJoseph Williams

Building Trust with your Hiring Managers

Building trust with hiring managers has never been more critical. The current legal and business landscape presents a complex web of challenges, making it essential for TA and HR professionals to navigate this changes with both caution and clarity.


Recent findings are sobering: only 30% of companies have updated their recruitment strategies in light of new regulatory demands. This oversight leaves many exposed to significant legal and financial risks.


Our recent report highlights alarming statistics about hiring manager engagement amidst these changes. A striking 96% of hiring managers struggle to articulate the essential attributes they seek in candidates, often falling back on past qualifications rather than prioritising skills. This disconnect weakens hiring effectiveness, leading to inconsistent evaluations and potential biases, a situation categorised as high risk.


Moreover, 78% of organisations face difficulties aligning hiring managers with talent acquisition strategies, resulting in fragmented and inconsistent hiring processes that could lead to discriminatory practices.


Trust transcends mere likeability; it involves fostering fair, consistent, and defensible hiring practices capable of withstanding scrutiny. When approached thoughtfully, trust can catalyse better hiring outcomes and long-term organisational success.


In our latest webinar, "Building Trust with Your Hiring Managers," we spoke with Sharon Clews, a remarkable HR leader and transformational coach, to explore the nuances of trust in the workplace. Sharon's insights, along with those of Clu's co-founder Joseph Williams, shed light on the essential components of trust and how to cultivate it in high-pressure situations.



The Trust Triangle: Authenticity, Empathy, and Logic


Drawing from Frances Frei's compelling TED Talk, we examined three foundational pillars of trust: authenticity, empathy, and logic. Each element is vital in cultivating and sustaining trust within teams.


  • Authenticity: Trust begins with being genuine. HR professionals must balance professionalism with authenticity, transparently sharing both what they know and what remains uncertain—especially during legislative changes like those imposed by the EU AI Act.


  • Empathy: Demonstrating genuine concern for the needs and feelings of others is crucial. Empathy nurtures a sense of psychological safety, enabling team members to express vulnerabilities and learn from mistakes. Data shows that organisations prioritising empathy enjoy a 27% reduction in employee turnover.


  • Logic: Trust solidifies when teams believe in their leaders’ capabilities. For HR professionals, this means leveraging robust data to support decisions. For instance, the average cost of a discrimination-related settlement in the UK is around £25,000—an impactful argument for implementing transparent hiring processes.


Active Listening: The Cornerstone of Trust


Sharon and Joseph emphasised that active listening is pivotal, especially in high-pressure environments. "Active listening," Sharon noted, "is about creating space for others."


This approach fosters open dialogue and deeper connections between HR and hiring managers. Understanding their needs can align hiring processes with broader business objectives while ensuring legal compliance. Recent CIPD data reveals that organisations focusing on active listening see a 15% increase in employee engagement and performance.


Navigating Change with Consistency


In a world of constant change—remote work, evolving laws, and economic uncertainty—HR teams must maintain consistency. Sharon stated, "Consistency doesn’t mean rigidity. It’s about establishing a foundation of trust and open communication."


For practical implementation, regular updates with hiring managers about legislative changes can build trust and demonstrate commitment, even when updates are minimal. Research shows that leaders who communicate regularly are 23% more likely to retain top talent.


Setting Boundaries: An Essential Skill


While trust and active listening are paramount, boundary-setting is a crucial yet often overlooked skill. Sharon advocates for defining limits around work hours and emotional availability to prevent burnout and enhance effectiveness.


For talent professionals, this could mean specifying when you're available for contact or establishing regular times for updates with hiring managers. It's vital to resist the urge to people-please or overextend yourself.


Finding Your "Why" Amidst Change


Sharon underscores the significance of defining purpose during challenging times. Comparing strong leadership to a tree trunk in a storm, she explains that while the branches may sway, the trunk remains steadfast. "A good leader remains steady, not fazed by the chaos," she said.


By consistently linking actions to a clear purpose, leaders can inspire their teams to persevere through adversity. As Joseph noted, controlling emotional responses while acknowledging frustrations can project a powerful sense of confidence.


The Role of Process in Upholding Consistency


Sharon highlights the value of structured processes in reducing stress. "The process has saved my sanity many times," she remarked. Processes provide a roadmap during tumultuous times, allowing leaders to act with purpose.


Continuous improvement of these processes ensures their relevance and effectiveness as demands evolve. Joseph reiterated, "Data is consistent and absolute—unlike emotions." By harnessing data, leaders can make informed decisions that facilitate smoother transitions during change.


The Human Element of Trust


Ultimately, effective leadership is a profoundly human process rooted in understanding, transparency, and shared purpose. As Sharon notes, "Taking five minutes to plan at the beginning and end of each day can make a world of difference." Such deliberate actions empower leaders to navigate challenges while fostering an atmosphere of trust and collaboration.


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Join the Conversation


Building trust with hiring managers is not just a one-time effort; it’s an ongoing journey that requires commitment, collaboration, and continuous improvement. At Clu, we believe in the power of shared insights and collective growth. We invite you to join our community of forward-thinking HR professionals, TA leaders, and hiring managers who are committed to fostering trust and improving hiring practices.


Get Involved:


  • Subscribe to Our Newsletter: Stay informed about the latest trends, strategies, and regulatory changes in the hiring landscape. Get expert insights directly to your inbox. 💡



  • Download our latest Learning Lab report: Discover actionable insights and best practices by downloading our report on regulatory compliance. Equip yourself with the tools needed to navigate upcoming hiring regulations effectively. 💯



For more information on how Clu is helping employers win the war for talent by getting great at skills-based hiring, get in touch with our team today.



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