There’s a lot of talk about getting hiring right, finding the right fit, matching personalities with culture and values. As much as HR and recruiters believe they are getting this right, not all managers that they’re hiring for agree. Here are my four suggestions to overcome this:
HR may be responsible for hiring but they’re unlikely to have the same detailed understanding of the skills and expertise required as a line manager would. Therefore, getting the line manager involved in the process in terms of defining the brief and asking questions in an interview can result in a more accurate shortlist of candidates. While some companies may argue that HR will have gotten the brief from the line manager in any event, it must be remembered that details will get lost in the process, details that could have a big influence on the type of candidate attracted.
Having a specific planned process that is followed helps manage everyone’s expectations, because they will know what to expect when, and more importantly what is expected of them. Additionally following the same process helps the process of comparing candidates. No-one is ever going to have the exact same level of skills and experience, but asking the same questions and following the same selection process for each candidate will highlight where each one’s strengths and weaknesses lie.
We all know that hiring is about building relationships, but do we really take the time to do it effectively? Some of the best hiring opportunities have come from people I’ve placed in senior positions looking to expand their own team. This demonstrates the value of building relationships with everyone in the industry on all levels.
Nothing beats a detailed understanding of the industry and type of organisation, but knowledge is about more than that. There is a risk, especially for senior roles that the skills and expertise requested are so specific, it seriously limits the candidate pool. Or that too much emphasis is placed on one aspect when perhaps it shouldn’t override other requirements. Then there’s the question of what skills are essential as opposed to being nice to have. When the critical skills are clearly identified it makes the hiring process much easier. Knowing what’s important to both the organization and the line manager can make the difference of a successful hire.