The Hiring Handoff

The Hiring Handoff

You’ve probably heard me talk about the foundations of a healthy organization, but there’s one more pillar that’s vital to the success of a company . . . the hiring process.

Right now, it’s all the buzz as companies and organizations have challenges sourcing and hiring. While hiring challenges are a hot topic now, it’s been a long-standing challenge for many companies even before the pandemic. It will be long after, depending on how you approach hiring.

An overlooked aspect of hiring is the question of who should be involved. It may seem straightforward that an HR Recruiter would be responsible for hiring in a larger organization and possibly an owner in a smaller organization. You wouldn’t be wrong about this. These are individuals who need to be involved in these scenarios. But we’re missing a key individual as well: The hiring manager. Who’s this? It’s the individual with who this potential employee would be working for.

Hiring Should Be Collaborative

I’ve always believed that it is critical to be collaborative between HR/Owner and the hiring manager in the hiring process.

Why? Because HR needs insight into the position and you need them to market, screen, and source the best candidates.

This insight is typically only known from the manager who needs the support. It could be core responsibilities, specific certifications/education, a minimum skill set, and other imperative needs a candidate should have.

When You Don’t Collaborate

When you don’t collaborate through a formal hiring process, you’re setting yourself (and the candidates) up for disappointment.

Do you know the cost of a bad hire?

“The U.S. Department of Labor estimates that the average cost of a bad hiring decision is at least 30 percent of their first-year earnings? If you take an employee with an annual income of $50,000, the cost to the organization can be $15,000.”

Companies don’t think about these costs because they are typically absorbed unless they work with a third-party recruiter. 

This isn’t the only “cost” of a poor hiring process and lack of collaboration. Additional costs include challenges within team dynamics, loss of productivity by not having the correct skillset, and lack of trust within the organization to feel supported.

For a candidate, lack of collaboration can brew confusion and frustration. Not knowing where they are in the process, what the next steps are, or what to expect.

Your hiring process is your candidate’s first impression of your company and how you run it. If it’s lacking organization, follow-through, communication, and collaboration, it’s easier for them to walk away because that’s not what they’re looking for.

When You Do Collaborate

Collaboration in hiring is like running a relay race. It’s about knowing who begins, where the baton handoffs are, and how to do it seamlessly.

The first step in this collaboration is having a defined hiring process. This outlines responsibilities for each party (HR/Owner/Hiring Manager), the timing and type of communication, and so forth. Having these will make your process more effective, but it will also ensure a better experience for your candidates and reduce your time to hire.

You don’t have the time or money not to make time for developing a hiring process. No matter how busy people are, they need to find the time to participate in the process. HR typically begins this process with the insight from a hiring manager to source, screen, and track candidates.

Once candidates have been screened, the handoff goes to the hiring manager to support interviews, technical questions, job offers, and new employee onboarding.

Take Note! Within the process, each party needs to know which lane to stay in. For instance, benefits and pay should be the responsibility of the HR role, where specific job function questions should be asked of the Hiring Manager. 

I’ve often seen hiring managers who go around HR and make “deals” with candidates that aren’t realistic or available, causing distrust within the organization’s leaders and frustration from a lack of transparency. 

5 Ways to Streamline Your Hiring Team

  1. Have a written hiring process.
  2. Define the roles of each person in the hiring process.
  3. Clarify timeframes for each step.
  4. Specify where the handoffs occur.
  5. Put yourself in the candidate’s shoes. Do an audit and go through your hiring process. Or utilize someone like myself who can support you to correct the places where the baton gets dropped.

“The cost of hiring someone bad is so much greater than missing out on someone good.” – Joe Kraus

Are you having challenges with hiring or retention? If you’re feeling unsupported or lost in your process (or need help developing one), connect with me today for a free workplace diagnosis!

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