Online video interviewing from Hire-Intelligence

Bad hire? Stop blaming HR!

I recently read a great article called, “10 Ways to fix a broken Corporate Recruiting System.”  Point number six suggests that the person with responsibility over the hiring process should be the Hiring Manager not Human Resources.  Each year companies look for ways to improve employee retention by promoting cultural fit through the use of behavioral assessments.  Does it not make sense then that the Hiring manager, the individual with whom the candidates need to fit, oversees the recruiting process?

HR is necessary but they are tired of taking the blame for bad hires.  They pass candidates on to the hiring manager based primarily on skills. In addition, however, the candidates really should possess behavioral characteristics that not only gel best with the organization but also with the hiring manager.  One of the top reasons an employee leaves an organization is because they don’t get along with their manager. It only makes sense that hiring managers should take responsibility for determining who makes it through their recruitment process.

Now of course many hiring managers, especially those in sales, would rather focus their time on making money than on managing the recruitment process.  Isn’t that why we have an HR department some might say?  Well HR has plenty to do without trying to figure out whether their candidates will sync with the hiring manager on an emotional and personality level.  When you consider that the cost of replacing an employee can be two to three times the employee’s salary, don’t you think it would be wise to invest a little more time into what types of candidates roll through your screening process?  Plenty of tools out there are designed to help you hire not only the best candidate, but to do it faster.  Put them to use, get involved, and stop blaming HR!

About The Author

Ryder Cullison

Ryder has more than 10 years of experience working with retained search clients as a search professional. As a pioneer of Interview4 he has great knowledge of video interviewing. He writes about all things hiring and looks forward to engaging with his audience on topics of leadership, recruiting, candidate screening, and employee satisfaction. Follow him on Twitter: @hireintelligent and @cullison1

One Response to “Bad hire? Stop blaming HR!”

  1. December 23, 2014 at 7:55 pm

    Where are the mathematicians and quants in HR with statistics and pure-math majors, the social scientists who understand human behavior? Scientific management approach to HR was first coined by Frederick Winslow Taylor in The Principles of Scientific Management in 1911. I have worked in many organisations and did not see any. That’s large corporate. If you look at SME (small biz) the HR function is generally handled by a business owner or his secretary.

    HR theories are outdated. MBO (management by objectives) and management by results (MBR) did not change since Peter Drucker’s 1954 book The Practice of Management. That’s a 50-year old theory. MBO and MBR overemphasise results, kill innovation and stifle leadership. Most successful organizations like Google and Linkedin changed this and that’s why they grew so rapidly.

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