What Is a Hiring Manager and What Skills Should They Have? | THIENTU BPO

The role of a hiring manager is critical in the recruitment process, helping organizations fill open positions with the right talent. But what exactly does a hiring manager do, and what skills set them apart?

At THIENTU BPO, we've spent 24+ years partnering with hiring managers across global enterprises, helping them build high-performing teams through our offshore staffing and recruitment services. We've seen firsthand how exceptional hiring managers transform recruitment from a transactional process into a strategic advantage.

In this guide, we'll explore the core responsibilities of a hiring manager, the essential skills they should possess, and how they influence successful recruitment outcomes—whether you're hiring locally or building offshore teams through partners like THIENTU.

What Is a Hiring Manager?

A hiring manager is the person in charge of evaluating and selecting suitable candidates for specific job roles within their department or team. Unlike recruiters who focus on sourcing and initial screening, hiring managers bring deep understanding of role-specific requirements and team dynamics.

Hiring managers are typically involved in:

• Defining job requirements for open positions based on actual team needs
• Conducting job interviews and assessments with qualified candidates
• Making the final hiring decision by selecting the best fit for the position
• Overseeing onboarding to ensure successful integration

In today's globalized workforce, effective hiring managers must also possess keen understanding of virtual collaboration tools, effective communication techniques, and the nuances of remote hiring and distributed team dynamics—skills we help develop through our 24+ years of international staffing experience.

What Skills Should a Hiring Manager Have?

The modern hiring manager is not just a facilitator who helps the human resources department perform tasks, but a strategic partner in organizational growth. Here are the essential skills exceptional hiring managers possess:

1. Communication Skills

Hiring managers must excel in articulating job requirements and providing feedback to candidates. They should foster positive candidate-manager relationships that reflect well on the organization from first contact through onboarding.

These professionals need to be capable of active listening and empathetic communication, ensuring potential hires know where they are in the hiring process at all times and feel heard and respected. A friendly yet professional approach creates positive candidate experiences that improve acceptance rates and long-term retention.

This includes responding promptly to inquiries, respecting deadlines for evaluating potential tasks or tests, maintaining a conversational tone, and being open to answering candidates' questions thoughtfully.

At THIENTU, we train our recruitment teams to model these communication best practices, ensuring candidates experience professional, respectful interactions throughout the hiring process—whether they're interviewing for positions with our clients or joining teams we support.

2. Adaptability

Work environments are constantly evolving. Hiring managers must be capable of navigating changing priorities, technologies, and team dynamics. This includes adjusting to shifts in the labor market, organizational changes, and evolving job roles.

For instance, a hiring manager should stay informed about emerging industry trends like AI in automating tasks, then incorporate that knowledge into job descriptions and recruitment strategies. Using resources like LinkedIn Learning, industry forums, and professional networks keeps them updated and adaptable.

We've observed that the most successful hiring managers working with our offshore staffing services quickly adapt to distributed team models, learning to assess candidates for remote work capabilities alongside technical skills.

3. Tech-Savviness

Proficiency in virtual collaboration tools, video conferencing platforms, and applicant tracking systems is essential. Hiring managers should be adept at using applicant tracking systems like BambooHR or Lever, as well as virtual collaboration tools such as Zoom, Microsoft Teams, or Slack.

For companies building offshore teams through THIENTU, tech-savvy hiring managers leverage our THIENTU Cloud platform—our omnichannel infrastructure that supports seamless collaboration across distributed teams. Understanding these technologies enables them to evaluate candidates' technical comfort and communication capabilities in virtual environments.

4. Problem-Solving Skills

Hiring managers should possess strong problem-solving abilities to address issues such as time zone differences, communication gaps, skill mismatches, and team cohesion challenges.

This could involve finding solutions for skill gaps within teams, navigating time zone differences for global teams, or resolving miscommunications. Critical thinking and the ability to think on their feet enable them to find effective solutions quickly.

For example, when companies work with us to build offshore teams in Vietnam, hiring managers must problem-solve around APAC time zone coordination. We help them establish workflows that maximize productivity across time zones—often resulting in "follow-the-sun" development cycles where work continues around the clock.

5. Cultural Intelligence

For organizations building international or offshore teams, cultural intelligence has become a critical hiring manager skill. This means understanding how cultural differences impact communication styles, work preferences, decision-making approaches, and team dynamics.

Hiring managers with strong cultural intelligence can assess whether candidates will thrive in cross-cultural environments and build inclusive teams where diverse perspectives drive innovation. We've spent 24+ years helping hiring managers develop this capability through our international staffing programs.

6. Strategic Thinking

Exceptional hiring managers think beyond filling immediate vacancies. They consider how each hire contributes to long-term team composition, organizational capabilities, and strategic objectives. This strategic perspective helps them prioritize the right blend of skills, experience levels, and growth potential.

When evaluating offshore staffing options with THIENTU, strategic hiring managers assess not just immediate cost savings (30-70% compared to US hiring) but also long-term benefits like expanded operational hours, access to specialized skills, and enhanced organizational resilience.

What Are the Key Responsibilities of a Hiring Manager?

Hiring managers are the backbone of the recruitment process and the hiring team. They help define the work environment with each new hire, shaping the trajectory of organizational success.

1. Defining Job Requirements

Hiring managers collaborate with stakeholders—team members, the human resources department, and senior leadership—to outline job roles, responsibilities, and qualifications crucial for success. This helps define the skills and qualities that qualified applicants should possess.

For example, in a software development role, they may emphasize proficiency in specific programming languages, experience with agile methodologies, or ability to work effectively in distributed teams.

Pro Tip: When working with THIENTU to build offshore teams, hiring managers should clearly distinguish between "must-have" and "nice-to-have" requirements. Our recruitment team uses this clarity to identify candidates from our 30,000+ professional database who precisely match your essential criteria while bringing additional valuable capabilities.

2. Thorough Candidate Evaluation

Beyond evaluating technical and soft skills, hiring managers must assess the fit between potential candidates and the company culture. They achieve this through screening methods like reviewing resumes, administering skills assessments and test projects, and conducting structured interviews.

For companies building offshore teams, candidate evaluation should also include:

• Communication assessment: Can candidates communicate effectively in English and your preferred collaboration tools?
• Remote work capability: Do they have experience working independently with minimal supervision?
• Cultural alignment: Do their work style and values align with your organizational culture?
• Time zone adaptability: Are they comfortable with the collaboration model you've established?

We help hiring managers develop comprehensive evaluation frameworks that assess these dimensions systematically, reducing the risk of poor cultural fits that lead to early turnover.

3. Final Decision-Making

Hiring managers weigh candidates' qualifications against organizational needs and values, then select the individual who best aligns with the team's dynamics and strategic objectives for the new role.

This decision-making responsibility requires balancing multiple factors: technical capability, cultural fit, growth potential, compensation expectations, and timeline requirements. Exceptional hiring managers make these decisions systematically using consistent criteria rather than relying on gut feel alone.

When companies partner with THIENTU for offshore staffing, we support this decision-making process by providing detailed candidate assessments, reference checks, and our insights from 24+ years placing professionals with global organizations.

4. The Onboarding Process

Post-hiring, the role of hiring managers extends into the onboarding phase, ensuring new hires have smooth assimilation processes. They provide necessary resources, introduce them to team members, and clarify job expectations.

Effective onboarding is particularly critical for offshore team members who may be working remotely from day one. We've found that successful hiring managers:

• Schedule structured check-ins during the first 30-60-90 days
• Assign peer mentors or "onboarding buddies"
• Provide clear documentation of processes and expectations
• Create opportunities for informal team connection despite distance

At THIENTU, our offshore staffing model includes comprehensive onboarding support. We handle the operational aspects (workspace setup, equipment provision, IT infrastructure) while hiring managers focus on integrating new team members into workflows and building relationships that drive long-term success.

How Hiring Managers Influence the Recruitment Process

According to Gartner, the number of candidates who would re-choose their recent job offers dropped from 83% in 2021 to 59% in 2022. This dramatic decline highlights a critical reality: in today's dynamic job market, candidates also screen potential employers and reconsider their commitment after signing offers.

Hiring managers play vital roles in shaping the organization's appeal to potential hires. At any stage of the recruitment process, future team members may or may not choose to proceed based on how hiring managers showcase the organization and present themselves during each phase, including the final interview.

Hence, hiring managers' ability to conduct the recruitment process effectively can make or break your company's ability to achieve successful, long-lasting hires. Hiring managers must ensure the recruitment process follows legal standards and internal protocols—hiring compliance and auditing help reduce legal risks, ensure fairness, and build candidate trust.

The Ideal Recruitment Process

Here's how the ideal recruitment process should flow, with hiring managers playing central roles at each stage:

Stage 1: Job Posting and Candidate Sourcing

The hiring process typically starts with job posting and candidate sourcing. In this step, hiring managers must work hand in hand with recruiters or hiring teams to define job requirements and create job postings that reflect real-life situations, expectations, and job guidelines.

When companies partner with THIENTU for offshore staffing, this stage involves collaborative discovery where hiring managers share detailed requirements and we leverage our understanding of Vietnam's talent market to craft compelling job descriptions that attract high-quality candidates.

Stage 2: Resume Screening and Initial Assessment

Recruiters or hiring managers screen resumes, conduct initial interviews, and assess candidates based on skills and fit. This stage benefits from clear evaluation criteria established during the job definition phase.

Our recruitment team handles this initial screening for our offshore staffing clients, presenting only candidates who meet the established criteria—typically within 7-14 days of receiving requirements.

Stage 3: In-Depth Interviews

During the interview process, hiring managers assess skills, experience, and fit for the role through structured conversations, technical assessments, and behavioral interviews. This is where hiring managers' communication skills and cultural intelligence become particularly important.

For offshore hiring, we recommend hiring managers conduct at least two interview rounds via video conference—one focused on technical skills and problem-solving, another on communication style and cultural fit.

Stage 4: Final Assessment and Decision

Finalists may undergo additional assessments or interviews before the hiring manager makes a decision. They check references and extend job offers if the right candidate is identified.

We support this stage by providing detailed reference checks, background verification (where applicable), and our assessment of each candidate based on our 24+ years of experience placing professionals with global organizations.

The Strategic Value of Exceptional Hiring Managers

Organizations with exceptional hiring managers experience measurably better recruitment outcomes:

Faster time-to-hire: Clear requirements and efficient evaluation processes reduce unnecessary delays.

Higher quality hires: Systematic assessment of both technical skills and cultural fit improves placement success rates.

Better retention: When hiring managers invest in thorough evaluation and effective onboarding, new hires are more likely to stay and thrive long-term.

Stronger teams: Strategic hiring decisions that consider team composition and dynamics create more cohesive, productive teams.

Enhanced employer brand: Professional, respectful recruitment processes improve your reputation among candidates—even those you don't ultimately hire.

When companies combine exceptional hiring managers with strategic partners like THIENTU, these benefits multiply. Our offshore staffing model gives hiring managers access to pre-vetted talent pools, infrastructure support, and expertise in international hiring—allowing them to focus on what they do best: evaluating candidates and building high-performing teams.

Building Better Teams with THIENTU BPO

Whether you're hiring locally or building offshore teams in Vietnam, the quality of your hiring managers directly impacts your recruitment success. We've spent 24+ years supporting hiring managers at global enterprises as they navigate increasingly complex talent acquisition challenges.

Our offshore staffing model empowers hiring managers to:

• Access broader talent pools: Our 30,000+ candidate database in Vietnam gives hiring managers access to skilled professionals who would be difficult or expensive to hire domestically
• Make faster hiring decisions: We deliver qualified candidate lists within 7-14 days, enabling hiring managers to move quickly when they find the right fit
• Focus on evaluation, not sourcing: We handle the time-consuming work of sourcing and initial screening, allowing hiring managers to invest their time in thorough evaluation and decision-making
• Build dedicated teams: Unlike traditional staffing agencies that place candidates and move on, we help hiring managers build dedicated offshore teams that work exclusively for them with full infrastructure support

Our triple ISO-certified operations (ISO/IEC 27001:2022, ISO 27701:2019, ISO 27001:2013) ensure the same professional standards you expect from domestic hiring, while our 30-70% cost savings make it financially sustainable to build larger, more capable teams.

Ready to explore how offshore staffing can amplify your hiring managers' effectiveness?

Contact us today for a free consultation. Share your hiring challenges and team-building goals, and we'll show you exactly how we can support your hiring managers in building high-performing teams that drive business results.

📧 Email: info@thientu.vn
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