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How to Make Quality Hires if You Don’t Have a Hiring Manager


Chances are, COVID-19 has caused some upset at your business. According to the U.S. Bureau of Labor Statistics, 17.75 million Americans didn’t have a job in June 2020, resulting in an unemployment rate of 11.1 percent (7.6 percent higher than October 2019).

While this may sound pessimistic, businesses are beginning to recruit again. However, recruitment in a pandemic and post-pandemic world looks very different, and some companies will be hiring without a designated Hiring Manager.

Fortunately, while a Hiring Manager is a great person to have on your team, you don’t require one to make an informed, educated recruitment decision.

Here’s how to make quality hires if you don’t have a Hiring Manager.

Build a Talent Pipeline Ahead of Time

By building a talent pipeline ahead of time, you essentially have multiple candidates on speed dial, ready to be called at the push of a button. This means that you don’t necessarily need to advertise a job, and you can also reduce your time vetting suitable candidates.

To build a talent pipeline, be sure to:

  • Identify the roles you often hire for.
  • Determine the requirements for those roles (skills, cultural fit, etc.).
  • Find out where your ideal candidates hang out (conferences, industry events, social networks like LinkedIn, referrals etc.).
  • Identify talent that looks like a good fit and reach out to them.
  • Stay in touch with these candidates by sharing meaningful content and personalized messaging.

Even when you aren’t hiring, spend an hour or two a week on building a talent pipeline. When the time comes, you’ll thank yourself for this forward planning.

Invest in a Good Applicant Tracking System (ATS)

A good ATS can help you at each stage of your hiring process. From posting a job to shortlisting candidates to making the final decision, an easy-to-use platform will reduce your time to hire, remove the need for a Hiring Manager, and help you retain quality in your candidates.

As with every decision you make about your internal process, be sure to analyze your needs carefully, decide on the best data to track, and make an informed decision about the platform you choose.

Measuring ‘Quality’ Without an HR Manager

There are a few key metrics to understand that determine the quality of your hires. Without an HR Manager, it’s up to you to track, analyze, and report on this data in order to improve your hiring process the next time around.

A few metrics to consider tracking include:

  • New hire performance
  • Turnover and retention
  • Productivity
  • Employee Lifetime Value

With this data at your disposal, you can build a comprehensive picture about the quality of new hires, which according to 39 percent of talent leaders, is the most valuable metric to evaluate your recruiting performance.

Save Time – Automate Your Hiring Process

Small business owners spend around 40 percent of their working hours on tasks that do not generate income, such as hiring. By developing a streamlined and automated hiring process – one that is repeatable again and again – you can begin cutting down on time spent hiring and put more focus on areas of your business that generate revenue and ultimately, grow your bottom line.

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