Acquire Talent as a Hiring Manager
Help hiring managers put the recruitment process into day-to-day practice.
- Ideally, HR would like to be heavily involved in all parts of the recruitment process, but that is often not possible. However, without HR guidance, hiring managers can become uncertain of the recruitment process and frustrated because it is unclear what role they should play.
- Often, hiring managers fail to anticipate the time needed to prepare for and then perform recruiting activities. This can lead to tension between HR and hiring managers, unrealistic expectations from hiring managers about the recruitment process, and an inefficient process.
- Hiring managers seldom ask HR for guidance on the recruitment process because they think they are capable and know how to hire. As a result, they rely on their own knowledge and experience, which can lead to poor processes that are ineffective at acquiring good talent.
- Collectively, time constraints and poor execution of the recruitment process can lead to costly hiring mistakes for organizations.
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Our Advice
Critical Insight
- The key to a successful and efficient talent acquisition process is to involve hiring managers throughout the process, not just for the interview and the hiring decision. Because the hiring manager is most familiar with the vacancy, the hiring manager can collect more meaningful candidate information from candidates and references to make more informed hiring decisions.
- Hiring managers do not have time to be involved in all aspects of the recruitment and selection process. Get the most from manager involvement by focusing their attention on activities that have the most impact on hiring success: interviewing, identifying department hiring needs, making hiring decisions, determining characteristics of the ideal hire, and employment testing.
- Training is essential to help hiring managers prepare and ensure the best candidates are evaluated, treated fairly, and that the company presents itself well to prospective employees. Without training on best processes, hiring managers can waste time on ineffective and inefficient processes.
Impact and Result
- Managers that collect better candidate information make better hiring decisions. This reduces the costs and grief associated with bad hires.
- Hiring managers can learn and perform the components of the recruitment and selection process using easily tailored templates that support them every step of the way – saving time and frustration.
- HR saves time and money by providing a source of best practice guidelines that are ready to be incorporated into training material, and templates that can easily be modified and utilized in the talent acquisition process.
- A formal process protects hiring managers and the company from poor hiring practices that can expose the organization to prospective employee backlash or even legal issues.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
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Unlock Sample ResearchContributors
- Geoff Ramey, Director of HR
- Laura Fleming, CHRP
- Cindy Grant, VPHR
- Eric Yancy, CIO
- Christine R. Spray, President
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