NOVEMBER 2025AEROSPACEDEFENSEREVIEW.COM8In My OpinionBy G. Tyler Tenbrink, Director, Talent Acquisition and Development, Piedmont AirlinesBEYOND THE BLAME GAME: STRENGTHENING COLLABORATION BETWEEN TALENT ACQUISITION AND HIRING MANAGERSIn my two decades in the airline industry, including my current role as Director of Talent Acquisition and Development at Piedmont Airlines, I've seen firsthand how recruitment success hinges on more than just filling open seats. Talent acquisition teams play a fundamental role in shaping the workforce, influencing company culture, and driving strategic growth. Yet despite their impact, they're often the first to be blamed when a position remains unfilled or a new hire falls short of expectations.What's often missed in that blame is the complexity of the relationship between talent acquisition and hiring managers. When that partnership lacks alignment or mutual accountability, even the most well-intentioned recruiting strategies can falter.Talent Acquisition's Comprehensive Role TA teams are on a mission that spans multiple dimensions: sourcing, attracting, and vetting candidates who align with the company's technical and cultural fabric. This mission requires a deep understanding of the job market, strategic talent sourcing, conducting initial assessments, and skillfully managing the interview process. According to LinkedIn, 70% of the workforce comprises passive talent, individuals not actively seeking jobs, and top talent is often off the market within 10 days. This stark reality emphasizes the TA teams' uphill battle in identifying the right candidates and proactively engaging and quickly securing them.Active Participation of Hiring ManagersHiring managers are not just decision-makers on candidate suitability; they are the designers of job roles and the gatekeepers of responsibilities. Their deep understanding of their teams' dynamics and the required skills make their role in the recruitment process instrumental. The Society for Human Resource Management found that mismatches between hiring managers' expectations and new hires' performance could be significantly reduced with better communication and alignment during the hiring process.Bridging Communication GapsA significant barrier to effective recruitment is the communication gap that often exists between talent acquisition teams and hiring managers. Misalignments or misinformation can lead to delayed recruitment processes and the hiring of unsuitable candidates. Ensuring clear and consistent communication is essential, which improves recruitment effectiveness. Tools like regular strategy meetings, shared digital platforms for tracking recruitment progress, and standardized communication practices are essential in bridging these gaps.It is important to address a common misconception between hiring managers and recruiters: the belief that hiring managers always know best how to recruit for their teams. While hiring managers bring invaluable insights into their team's needs, recruiters are trained professionals in talent sourcing and vetting. They understand the broader job market and recruitment strategies that may not be immediately noticeable to the hiring managers. Recruiters understand the employment laws and regulations associated with recruiting, ensuring the hiring process remains compliant and fair for all candidates. This viewpoint is essential when hiring managers who suggest recruitment practices that are unrealistic or G. Tyler Tenbrink
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