How to Build Trust with Hiring Managers Before the Objections Start
Sep 10, 2025
How to Build Trust with Hiring Managers Before the Objections Start
You feel the frustration.
You’ve sent the right candidate, strong fit, fully screened, and ready to go.
But the hiring manager won’t listen.
Tale as old as time, right?
So what’s your next move?
Keep pestering them?
Tell them how wrong they are?
Neither works.
When I was at Aerotek, I lived that every week.
I placed mechanics and electricians across a high-turnover industry. And over time, I could spot who would stay and who would walk.
Why?
Because we had a real process:
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Thorough screening
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References run on every submittal
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Tracking long-term placement data
But even with that foundation, getting a client to trust our recommendation wasn’t always easy.
They’d default to assumptions.
Past bad hires.
Gut feelings.
And I’d end up trying to argue through objections.
Looking back, if I’d been using LinkedIn at that time, I know exactly what I would’ve been posting:
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How we screen
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Why references actually matter
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What separates a filler from a long-term fit
Not just to inform, but to build trust before the friction hits.
That’s what strategic content is for.
Not fluff. Not “National Hug Day” posts.
Not selfies or 100 “engagement” posts that say nothing.
Content should be a sales tool.
Something that consistently shows hiring managers how you think and why it works.
So when it’s time to choose between candidates, they don’t just guess.
They trust you.
Because you’ve been showing your thinking the whole time.
Ready for a Smarter Approach?
If you’re a consultative recruiter and want a clearer system for winning better work — without wasting time on the wrong roles — book a 30-minute LinkedIn Roadmap Call.
We’ll walk through your strategy and show you the exact approach we’d use in your seat.
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