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!