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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.

Acquire Talent as a Hiring Manager Research & Tools

1. Increase hiring managers' understanding of the recruitment process and their role in it

Help hiring managers put their recruitment responsibilities into day-to-day practice.

2. Communicate company hiring processes and requirements to hiring managers

Ensure the recruitment process complies with company policy, and employment laws and regulations.

3. Define the roles, responsibilities, and characteristics of a job

Create accurate and relevant job descriptions.

4. Plan recruiting process activities

Communicate recruitment timelines to hiring managers.

5. Create a consistent form to solicit referrals

Get referrals from employees.

6. Determine which recruiting sources to use

Ensure hiring needs are met with the sources used.

7. Advertise a job opening

Effectively communicate aspects of the job to applicants.

8. Conduct screening interviews

Efficiently narrow down the applicant pool.

9. Communicate with candidates

Schedule parts of the recruitment process and inform candidates of decisions.

10. Prepare hiring managers for the interview process

Ensure hiring managers are organized and conduct effective interviews.

11. Organize the interview questions

Ensure consistency across all interviews.

12. Do reference checks

Verify candidate information.

13. Document the details of the job opening

Define aspects of the job offer and get hiring approval.

14. Draft a job offer letter

Extend job offers to successful candidates.

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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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  • Geoff Ramey, Director of HR
  • Laura Fleming, CHRP
  • Cindy Grant, VPHR
  • Eric Yancy, CIO
  • Christine R. Spray, President