Here are a few tips based on my experience: Maintain Open Communication: Keep both parties informed about the progress regularly. Make sure that hiring managers understand the candidates' viewpoints and vice versa. Establish Achievable Timelines: Create a timeline that meets the hiring manager's urgency while also taking into account the availability and processes of the candidates. Clearly Define Roles and Criteria: Outline the roles, responsibilities, and selection criteria clearly. Provide Market Trend Insights: Educate hiring managers about market trends and candidate availability to help them adjust their expectations. Encourage Feedback: Foster feedback from both candidates and hiring managers throughout the process.

1. Understand Market Insights: This enables HR to guide hiring managers about candidates' expectations regarding job roles and salary. It also helps HR set realistic expectations for candidates, allowing them to make informed decisions when choosing which company to work for. 2. Ensure Job Role Clarity: It helps in identifying the right candidate. It allows HR to set realistic parameters for both the candidate and the hiring manager, ensuring that expectations are aligned from the start. 3.Transparency: Transparency with both the candidate and the hiring manager is key to managing the hiring process effectively. Open communication fosters trust and reduces misunderstandings, leading to smoother, more successful hiring outcomes.

1:Set transparent expectations with both parties from the start. 2: Listen to hiring managers’ requirements and candidates’ preferences. 3: Identify areas where expectations align and focus on these. 4: Keep both sides informed throughout the hiring process. 5: Show willingness to negotiate and adapt to reasonable requests. 6: Continuously gather feedback to improve the process and meet expectations better in the future.

1) Encourage open feedback from both sides. 2) Sometimes, managers may have unrealistic expectations. Educating them about market trends and candidate availability can help. 3) If there are delays or issues, be honest with both parties. Transparency can build trust and understanding.

From my experience, it’s essential to set realistic timelines, communicate openly, and align on key priorities with hiring managers. Candidates, on the other hand, value transparency and a smooth, respectful process. Building trust on both sides not only improves the hiring journey but also sets the stage for stronger, long-term professional relationships.

• Clear communication: Understand hiring manager needs and set realistic expectations for both parties. • Data-driven decisions: Use metrics to guide discussions and bridge gaps in expectations. • Feedback loop: Provide regular updates to hiring managers and constructive feedback to candidates. • Empathy: Address concerns by understanding the perspectives of both sides. • Flexibility: Encourage hiring managers to be adaptable and coach candidates to be open- minded. • Candidate experience: Focus on creating a positive experience for candidates throughout the process.

1. Communicate clearly with both sides to understand their priorities and expectations from the start. 2. Set realistic timelines for hiring and keep both the manager and candidate informed throughout the process. 3. Bridge the gap by finding common ground—highlighting shared values, goals, and the potential for mutual growth. 4. Manage expectations by being transparent about challenges and aligning everyone on the same page.