Multicolored wheel divided into 7 equal sections Recruitment, Training and Development, Benifits and Compensation, Communicating, Employee Relations, Recordkeeping, and Health safety and security with Legal compliance written on the outer edge and company strategy in the center, recruitment is emphasized

Helping Hiring Managers with the Recruitment Process

Question:

One of my hiring managers recently asked “does HR need to interview all my candidates before I do?” What’s the best way for me to respond?

Answer:

As an HR professional you know that recruitment is a learned skill; one that not everyone has the knack to perform and even some despise. We often get push-back on why HR has to stick their noses into everything, but there are some very good reasons. Rather than approaching managers with “because it is our job”, it is more beneficial to share the value added reasons that mean something to the manager – think about the pain or the problem you are solving for them.

One of the first “pains” remedied, that they may not even realize is a pain, are the legal ramifications that could impact the company, and them personally, during the recruitment process. One thing you are doing for them and the company is managing the process to make sure all t’s are crossed and all i’s are dotted to avoid costly law suits and fines.

Another “pain” that hiring managers often run into is the lack of time – not having enough time in the day. After all a hiring manager often has to do their regular job duties AND fill an opening at the same time. Recognizing and empathizing with the manager that you know they are extremely busy. Explaining that your role is to help them by extending their “reach” and taking steps to reduce the volume of time they need to commit to the hiring process. By allowing HR to conduct pre-screens, phone interviews, or to assist with the in-person interview is a great way to save them valuable time.

Remember, not all managers are good at hiring, or even like to hire. HR’s role is to assist with recruitment in any way possible from supplying an interview guide or question checklist to sitting in on interviews to facilitate the conversation. The key for getting your managers comfortable with HR help with recruitment is good communication. You are assisting the hiring manager in selecting their future staff; employees who will help the manager succeed. The hiring manager needs to know what is happening with the recruitment process at all times or they may feel that they should be doing it themselves. To do this successfully you will need to create rapport, determine the best means for communicating and identify how frequently they want to receive updates. This process needs to be a partnership in order to succeed this time and to set the stage for the next hire the manager will have!

Do you cringe when it’s time for the hiring manager to interview candidates? Are you afraid they might ask an illegal question or say something inappropriate? Then you need our handy Recruiting Questions Desktop Reference. Written with the untrained manager in mind, we have compiled a list of questions that should not be asked in an interview. Compiled by category, this easy to navigate reference is a great tool for every manager that hires. At only $10 it’s a great bargain for your piece of mind. Visit our Recruitment page for more information on this topic.