How to Become a Hiring Manager for 2025

Co-Founder and Chief Data Scientist

The management sector, including hiring managers, is projected to experience faster-than-average growth from 2023 to 2033, creating approximately 1.2 million job openings annually. This significant growth presents substantial opportunities for aspiring hiring managers. However, many lack a clear path to enter this field. To help navigate this landscape, a solid plan is essential.

Leveraging a decade of career planning experience and relying on verifiable data, Research.com provides a step-by-step guide for future hiring managers. This article will equip readers with the necessary skills, qualifications, and strategies to secure a hiring manager position for 2025.

Key Things You Should Know About Becoming a Hiring Manager

The management sector, including hiring managers, will experience faster-than-average growth from 2023 to 2033, creating roughly 1.2 million job openings annually.
A bachelor's degree in relevant fields like business administration or human resources is generally required, with employers often preferring advanced degrees for senior positions.
Hiring managers play a crucial role in talent acquisition, overseeing the entire recruitment process from job description creation to candidate onboarding.
The average annual salary for hiring managers is $59,525, with variations based on location, education, and experience.
Leveraging AI and automation tools is essential for modern hiring managers to streamline recruitment and enhance employer branding, with the AI recruitment market projected to reach USD 1119.80 million by 2030.

What are the steps to becoming a hiring manager for 2025?
What are the career advancement opportunities for hiring managers?
What is the job outlook for a hiring manager?
What are the core responsibilities of a hiring manager?
Is a hiring manager the same as a recruitment manager?
What is the difference between a hiring manager and a human resource manager?
How can hiring managers leverage technology and data analytics to optimize recruitment?
How do hiring managers measure recruitment success?
How can hiring managers overcome remote recruitment challenges?
How can hiring managers optimize recruitment budgets?
How can hiring managers build a strong employer brand?
How can hiring managers ensure diversity and inclusion in recruitment?
What other essential skills should a hiring manager develop?
How can hiring managers create a positive interview experience that attracts top talent?
How can hiring managers stay updated with the latest trends in talent acquisition?
Other Things You Should Know About Becoming a Hiring Manager

What are the steps to becoming a hiring manager for 2025?

Becoming a hiring manager requires a blend of education, practical experience, and honed skills. Here's a comprehensive guide to help you navigate this career path:

1. Obtain Relevant Education

Most hiring manager positions require at least an associate's degree, but employers often prefer a bachelor's degree. For those seeking to advance their careers quickly, an accelerated online bachelor's degree in relevant fields can be a valuable asset. Below are some of the common options:

Human Resources Management
Psychology
Labor and Industrial Relations
Organizational Psychology
Economics
Communication
Business Administration

If you are looking for cheap online business administration degree programs, consider exploring community colleges, state universities, and online-only institutions that offer competitive tuition rates and financial aid options.

Meanwhile, senior-level positions may necessitate a master's degree, particularly an MBA. If you're exploring options to advance without the GMAT, consider the cheapest online MBA no GMAT programs.

2. Gain Professional Experience

To effectively prepare for a hiring manager role, gaining experience through entry-level and mid-level HR positions is paramount. These roles, such as HR assistant, HR specialist, HR generalist, benefits specialist, talent acquisition specialist, or recruiter, provide a foundational understanding of human resources. Building upon this practical experience, years of dedicated work in human resources, management, and employee negotiations become essential for advancing to a hiring manager position. Furthermore, working within an HR department offers invaluable insights into the intricacies of hiring processes and the specific expectations companies hold for potential candidates.

As you progress in your career, you may also be interested in how to become a human resource coordinator, which shares many foundational skills, particularly around recruitment and employee management. Understanding this transition can offer a more holistic view of HR careers, especially if you're considering future leadership roles.

3. Develop Key Skills and Expertise

Aspiring hiring managers must demonstrate proficiency across various HR functions. Developing a strong skill set in both technical and interpersonal areas is essential for success.

Effective communication – Ensures seamless interaction with candidates and internal stakeholders.
Analytical acumen – Helps evaluate resumes, interview data, and key hiring metrics.
Interpersonal skills – Fosters positive relationships with candidates and team members.
Organizational skills – Supports a structured and efficient recruitment process.
Adaptability – Enables navigation of evolving market trends and company needs.
Technical proficiency – Enhances talent acquisition through HR systems and recruitment software.
Problem-solving abilities – Addresses hiring challenges and maintains momentum.
Leadership skills – Inspires confidence and guides the hiring team toward shared goals.

4. Seek Certifications

HR-related certifications can enhance your qualifications and demonstrate your knowledge. Consider certifications from the Society for Human Resource Management (SHRM), which include:

SHRM-CP (Certified Professional) for operational-level roles.

SHRM-SCP (Senior Certified Professional) for senior and executive-level roles.

5. Exemplify Company Culture and Understand Employment Laws

Hiring managers must not only possess technical HR expertise but also deeply understand and embody the company's values and culture. This understanding is paramount in identifying candidates who align with the organization's ethos and are likely to thrive within its environment. Equally critical is a comprehensive knowledge of labor laws and HR best practices. This ensures that all recruitment processes are conducted in compliance with legal requirements, and that informed, ethical decisions are consistently made.

6. Apply for Management Positions

As you gain experience and refine your skill set, actively pursue opportunities for advancement into management roles. Simultaneously, ensure your resume is consistently updated to accurately reflect your evolving experience, newly acquired skills, and any relevant certifications. For those aiming to specialize in high-level talent acquisition, exploring our executive recruiter career guide can provide useful insights into the leadership competencies and industry trends that define strategic hiring roles. This proactive approach will position you favorably for career progression and help you align your growth with emerging opportunities in executive recruitment.

The chart below shows the eight most common skills for managers in 2025.

What are the career advancement opportunities for hiring managers?

Hiring managers advance their careers by gaining more responsibility and expanding their impact.

To drive career growth:

Define clear skill goals
Seek more responsibilities
Develop hard and soft skills
Build a strong network
Demonstrate your abilities
Request a promotion when ready

What is the job outlook for a hiring manager?

The management sector, including hiring managers, will experience significant growth between 2023 and 2033. We can expect roughly 1.2 million job openings each year. This increase stems from companies expanding and the need to replace employees who change jobs or retire. Economic growth will drive organizational expansion, which in turn will require larger human resources departments.

The average annual salary for hiring managers is $59,525. This salary average can vary based on geographic location, employment setting, education level, and years of experience.

The chart below shows the top five best-paying related hiring manager jobs in the United States.

What are the core responsibilities of a hiring manager?

The core responsibilities of a hiring manager include a wide range of duties aimed at securing the best talent for their team and aligning new hires with the company's goals. These responsibilities begin with identifying the need for a new hire and extend through the onboarding process. Hiring managers collaborate closely with HR to ensure a smooth and effective recruitment process.

Here are the primary responsibilities of a hiring manager:

Initiate the Hiring Process: Hiring managers assess their departments to determine if a new hire could improve productivity or quality, which may involve creating a new role or filling a vacancy. They then negotiate financial terms with senior executives before gaining formal approval to begin recruitment.
Create Job Descriptions: Hiring managers work with HR to define job responsibilities and qualifications for a new position, ensuring the description attracts suitable candidates and aligns with the company's goals.
Coordinate with the Hiring Team: They discuss expectations with recruiters, set timelines, assign responsibilities, and outline the requirements for each step of the hiring process.
Oversee the Hiring Process: Hiring managers direct the hiring process, ensuring all staff understand their roles.
Examine Resumes and Interview Candidates: They review resumes to identify potential candidates and conduct interviews individually or as part of a committee.
Make Hiring Decisions: Hiring managers evaluate candidates to determine the best fit for the position and the company culture. For roles requiring specialized education—such as candidates coming from top architecture degree programs online—they must also assess how that academic background translates into practical, workplace-ready skills. They then make the final hiring decision or present their recommendation to executives for confirmation.
Draft Job Offers: They create job offers for the selected candidates and negotiate employment terms.
Onboard New Hires: Hiring managers assist with the orientation and training of new employees to help them transition smoothly into their roles.
Collaborate with HR on Workforce Planning: Hiring managers work with HR to discuss staffing needs, required skill sets, and hiring strategies, ensuring alignment with company policies.
Ensure Compliance: They ensure hiring decisions adhere to organizational policies and legal requirements.

Navigating Specialized Hiring Needs

In many industries, hiring managers are expected to make informed decisions about roles that require highly technical or creative expertise. To do this effectively, they must understand the day-to-day responsibilities of the positions they are hiring for—not just at a surface level, but with enough depth to assess candidate fit. For example, a hiring manager in the gaming industry would benefit from understanding "What does a video game designer do?" to evaluate whether an applicant can translate design concepts into engaging, playable features that align with the game’s vision and user expectations.

This kind of role-specific awareness allows hiring managers to tailor interview questions, collaborate more meaningfully with subject-matter experts, and ultimately build stronger teams. Whether the role is in software, architecture, or creative development, the hiring manager’s insight into specialized functions is key to ensuring organizational success.

Is a hiring manager the same as a recruitment manager?

Although both contribute to hiring, hiring managers and recruitment managers have distinct responsibilities. A hiring manager, typically a team leader, focuses on filling a specific role within their department. They define the required skills, make the final hiring decision, and onboard the new employee. Their primary duty remains leading their team, with hiring as a secondary, albeit crucial, task. Conversely, a recruitment manager concentrates solely on talent acquisition. They source candidates, screen resumes, and schedule interviews, essentially building a pool of qualified applicants for hiring managers to consider. Recruiters manage the administrative and operational aspects of the hiring process, sometimes focusing on specific roles, and other times building a pool of talent for future needs.

What is the difference between a hiring manager and a human resource manager?

Hiring managers and human resource managers play distinct roles in an organization. Hiring managers concentrate on the recruitment process for individual positions, working closely with HR to define job requirements and select suitable candidates. Conversely, human resource managers handle a wider array of employee-related responsibilities. These include crafting recruitment strategies, ensuring legal compliance, and managing employee relations. In essence, hiring managers are tasked with filling specific vacancies, while human resource managers maintain overall staffing policies and prioritize employee well-being throughout the organization.

What is the job outlook for human resources professionals?

How can hiring managers leverage technology and data analytics to optimize recruitment?

Embracing advanced recruitment technologies allows hiring managers to gain real-time insights into candidate engagement and process effectiveness. By integrating applicant tracking systems (ATS) with analytics tools, managers can monitor key performance indicators, streamline candidate screening, and refine strategies based on data-driven insights. Additionally, predictive analytics can support proactive planning by forecasting hiring needs and improving decision-making throughout the recruitment cycle. Accessing specialized education, such as an HR degree, can further enhance a manager’s ability to implement these innovative tools for a smarter, more efficient hiring process.

How do hiring managers measure recruitment success?

Hiring managers can quantify recruitment effectiveness by identifying and tracking key performance indicators (KPIs) such as time-to-fill, cost-per-hire, candidate-to-interview ratios, and retention rates following onboarding. Integrating data analytics and regular feedback surveys facilitates evidence-based refinements in the hiring process, ensuring that each stage is both efficient and aligned with organizational goals. Moreover, establishing clear benchmarks enables managers to assess candidate quality and make informed adjustments to sourcing strategies. Continuous professional development, including pursuing further education opportunities like online DBA programs, can further enhance the strategic use and interpretation of these metrics.

How can hiring managers overcome remote recruitment challenges?

In today’s evolving work environment, remote recruitment presents unique obstacles that demand tailored strategies. Hiring managers should leverage advanced virtual communication platforms, incorporate structured digital interview processes, and design asynchronous assessment methods to accommodate candidates across various time zones. Ensuring transparent candidate engagement and adapting onboarding practices for remote teams are critical to maintaining a cohesive company culture. Additionally, continuous professional development—such as exploring one year MBA programs online—can equip managers with innovative approaches to navigate these challenges effectively while enhancing overall talent acquisition outcomes.

How can hiring managers optimize recruitment budgets?

Effective budget management in recruitment requires a strategic balance between minimizing expenses and maximizing candidate quality. Hiring managers should analyze spending on sourcing channels, recruitment technologies, and candidate engagement methods, using data analytics to track cost-per-hire and overall return on investment. Collaborating with finance teams and leveraging recruitment automation can refine budget allocations and identify cost-saving opportunities. Moreover, advanced education in financial and strategic management—such as pursuing an AACSB online MBA degree affordable—can offer valuable insights to further enhance budgeting strategies in talent acquisition.

How can hiring managers build a strong employer brand?

Establishing a compelling employer brand is paramount to attracting high-caliber candidates. Hiring managers can craft an authentic narrative by integrating consistent messaging with clearly defined company values and genuine employee testimonials. Leveraging digital platforms and strategic social media engagement amplifies the organization’s presence and facilitates direct interaction with prospective talent. Collaborating with marketing teams to develop targeted content and monitor brand sentiment further refines this approach. Moreover, integrating specialized education—such as the fastest online bachelors in project management degree—can enhance capabilities in orchestrating cohesive and innovative employer branding campaigns.

How can hiring managers ensure diversity and inclusion in recruitment?

Hiring managers must implement unbiased recruitment practices that promote varied perspectives and equitable opportunities. Establishing structured interview processes, leveraging objective evaluation tools, and sourcing candidates from diverse talent pools help minimize unconscious bias and strengthen team innovation. Additionally, analyzing recruitment metrics and feedback facilitates continuous improvement in diversity efforts. Investing in advanced education—such as a 1 year online master's in human resources—can further equip hiring managers with strategies and insights necessary to foster inclusive workplace cultures.

What other essential skills should a hiring manager develop?

A hiring manager needs to cultivate a specific set of skills to be effective. Here are a few skills they need to develop:

Decision-making: They must make informed decisions quickly when choosing the right candidate. For those seeking to enhance these crucial abilities, an online master's in communication can provide advanced training and expertise.
Negotiation: Effective negotiation skills are essential for reaching mutually beneficial agreements on job offers.
Relationship building: Building strong relationships with candidates and colleagues helps create a positive recruitment experience.
Adaptability: The ability to adapt to changing recruitment trends and candidate expectations is essential.
Empathy: Demonstrating empathy helps in understanding candidate needs and fostering a supportive interview environment.
Time management: Efficient time management ensures that hiring processes are completed promptly and effectively.
Strategic planning: Developing a strategic approach to recruitment aligns hiring efforts with organizational goals.
Critical Thinking: Being able to analyze information to make evidence-based decisions and solve problems effectively is an important skill.

Active listening: Active listening skills are crucial for understanding employee concerns, mediating conflicts, and establishing trust.

Cultural awareness: Hiring managers must ensure fair and respectful treatment of all employees, regardless of their cultural background.

How can hiring managers create a positive interview experience that attracts top talent?

For a positive interview that attracts top candidates and builds a strong employer brand, hiring managers can focus on the following strategies:

Explain the interview process clearly on your website to give candidates a sense of control.
Keep the interview process brief, ideally with two to three interviews.
Provide details on role responsibilities during interviews.
Offer office tours to give candidates a glimpse into your company culture.
Ensure candidates meet with company leaders and receive prompt feedback.

The chart below shows how candidates learn about company culture:

How can hiring managers stay updated with the latest trends in talent acquisition?

To keep pace with talent acquisition trends, focus on these areas:

Use AI and automation: Transform your recruitment process by leveraging Artificial Intelligence (AI). When you use AI tools to screen and source candidates, you free up your time. This allows you to prioritize building stronger relationships with potential hires and enhancing your employer's brand. Additionally, AI significantly accelerates your hiring process. This increased efficiency and effectiveness is reflected in the rapid growth of the AI Recruitment Market. In 2023, the market was valued at USD 661.56 million, and projections indicate it will surge to USD 1119.80 million by 2030, demonstrating the substantial impact and expanding adoption of AI in your field.
Shift to skills-based hiring: Prioritize skills over traditional qualifications. This broadens the talent pool and improves hiring accuracy.
Enhance candidate experience: Personalize interactions and use technology to engage and retain top talent.
Prioritize DEI: Implement Diversity, Equity, and Inclusion (DEI) initiatives to create fair hiring practices and inclusive workplaces.
Adapt to remote work: Embrace remote and hybrid models to access global talent.
Strengthen employer branding: Highlight company culture, employee well-being, and work-life balance. Share authentic employee stories.
Offer upskilling and reskilling: Provide growth opportunities to attract and keep top talent.
Employ data-driven strategies: Use data to improve recruitment, track metrics, and make informed decisions.
Be flexible in recruitment: Adopt models like embedded recruitment to adapt to market changes.
Build community-led recruitment: Connect with candidates through talent communities.

Here’s What Graduates Have to Say about Becoming a Hiring Manager

As a hiring manager, I directly impact the growth of our company by finding the right talent. It's rewarding to see how a well-selected candidate can transform a team's dynamic. I feel a real sense of purpose in connecting people with opportunities. - Sam

The variety of people and roles I encounter keeps the job interesting. I've developed a strong understanding of different industries and skill sets. Knowing I helped someone find a fulfilling career makes the work feel worthwhile. - Paolo

I enjoy the challenge of matching a candidate's skills and personality to the right team. It's satisfying to build strong teams and see them succeed. This role allows me to contribute to a positive work environment. - Eunice

Other Things You Should Know About Becoming a Hiring Manager

How can I build relevant experience for a hiring manager role?

Aside from focusing on education, you can gain experience by doing the following:

Volunteer: Volunteer work can provide relevant experience, even without prior professional experience. For example, organizing a recruitment event for a non-profit can demonstrate your ability to screen candidates, coordinate interview schedules, and ensure smooth event operations.
Expertise: Develop expertise in the roles, teams, and departments you support. Understanding the day-to-day activities and purpose of these areas is crucial.
Highlight transferable skills: Leadership, management, decision-making, and assessment experience are valuable.
Metrics and analytics: Implement metrics and analytics to measure and improve recruitment performance. Track key hiring metrics, identify bottlenecks, and make data-driven decisions to optimize recruitment efforts.

How can I build a strong professional network in the recruitment industry?

To build a strong professional network in the recruitment industry, focus on establishing genuine relationships through consistent engagement and mutual benefit. Utilize platforms like LinkedIn to optimize your profile, participate in relevant groups, and share valuable content to position yourself as a thought leader. Attending industry events and joining professional associations can also provide impactful in-person connections and access to valuable resources. Remember, networking is a two-way street, so offer assistance and share resources to build trust and strengthen your relationships.

How can I manage the challenges of being a hiring manager?

Hiring managers tackle challenges by improving processes and decisions. To manage these challenges, you should:

Streamline recruitment. Use technology like applicant tracking systems to save time.
Communicate effectively. Talk clearly with candidates and internal teams.
Build candidate relationships. Connect with potential hires before openings occur.
Conduct market research. Stay updated on industry trends and salary expectations.

Do hiring managers determine salary information?

Hiring managers hold the authority to finalize salary offers, though the company establishes the budget early in the process. Should a candidate negotiate during the contract stage, the hiring manager possesses two primary options. They can first re-evaluate the existing budget to see if adjustments are feasible. Alternatively, they can engage in discussions with executives to explore potential solutions and determine the appropriate next steps.