Successfully filling a job order begins with creating a relationship with the hiring manager which has synergy and clarity.  On the surface it can appear that the hiring manager and recruiter are on the same page; but this is not necessarily the case. Often times, there are large communication gaps which can end in a string of useless interviews with candidates who are not a good fit despite their paper qualifications. So how does a legal recruiter create a synergistic relationship with the hiring manager? Let’s take a look at a few tips:

1. The first step to creating a synergistic relationship with the hiring manager is helping them feel secure about your sourcing methods and skills.  If you haven’t worked with the hiring manager before have a simple and painless process for helping them understand your methods. More specifically, help them understand that your methods have been proven to be effective. 
2. Don’t ask hiring managers to take risks on job candidates who don’t fit the job order description. Instead, help identify the most important requirements of the job order before you begin presenting candidates. This way, you and the hiring manager can get on the same page regarding which part of the job order is essential and which parts are desired but not necessary. 
3. Use language that the hiring manager can understand.  It can become easy to fall into recruiter industry lingo when communicating with a hiring manager. Try to avoid this. Instead, use plain language the hiring manager can understand when discussing the job order.
4. Limit communication with the hiring manager to the bare essentials. When communicating, make sure that you present only the facts in a brief and easy to understand manner.