When it comes to hiring new talent, who should be managing the hiring process – managers or HR?
The answer is both, but there’s often tension that stems from a lack of communication and/or collaboration around expectations, strategy and process. This can lead to bad hires, lost candidates and poor employer brand reputation.
When it comes to the hiring process, HR and hiring managers should share a common goal – hiring the best talent as quickly and efficiently possible. So, how can they work together to achieve this?
There may be different elements of the hiring process that are best managed by one or the other but it’s important to be on the same page throughout all stages in order to attract the right talent and deliver a positive candidate experience.
From the beginning:
With any requirement, the hiring manager will have the best understanding of the responsibilities and scope of the role, as well as the skills and knowledge required to perform in the job. Define the ‘must-haves,’ ‘nice-to-haves,’ and ‘deal-breakers’ and then together with HR, discuss the following:
- What is the process? How many stages, who is involved in each stage, interview style, diary management, deadlines, and feedback responsibilities
- What is the decision-making criteria? Interview questions and desired outcomes
- What can you offer? Budget for salary, applicable benefits and any required sign-off
Writing the job description:
The hiring manager should create the content relating to the job requirement, but it’s good to have HR include greater detail around the company, culture and employee benefits. Our interactive job specs take this one step further, bringing the role and your company to life, increasing candidate engagement by 60%.
The interview process is where you face losing great talent if things don’t move along quickly. This is where video comes in. Our video interview profiles eliminate the need for a first stage interview, saving you time and offering great insight into personality and culture fit alongside their skills and experience. You don’t have to worry about coordinating diaries because they can be easily shared and watched on the go from any device.
Deciding who to hire:
Whilst hiring managers should decide which candidates to move through each stage, and who ultimately to hire, HR should ensure a consistent process, and can provide coaching on interview techniques, as well as implement assessment methods to encourage objectivity and ensure culture fit.
When HR and hiring managers share joint ownership of the hiring process, not only is it faster and more efficient but there is a positive impact on candidate engagement, employer brand and overall business results.