Hiring Manager's Guide To Recruiting

You Have To Live With The Results, Not HR

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Recruiting is not an HR job. If you are a hiring manager, recruiting is your responsibility, not theirs. Yes, they can and should help, but you need to "own" it. If you need specifics on why this is so, read Why Should We Hate HR

Finding The Best Talent

  • To Hire The Right Candidate you need the right job description. If your job description isn't right you will waste time and hire the wrong person. So write your position descriptions so they are easily understood by the recruiters and by the candidates. Take the time to write accurate position descriptions and you will reduce the time required and the frustration levels of all involved.
  • Even in a tight labor market, you will get more resumes than you need or want for any open position you post on your website. How can you screen those online resumes to find the best candidates? How will you find the time to screen all the online resumes? Start at the beginning, delegate, trust your instincts and learn How To Screen Online Resumes. Establish ahead of time the guidelines and criteria you will use to evaluate the candidates. Remember you can delegate some of the work to HR and to others on your team, but you are ultimately responsible.

  • When the screening of the candidates is done, you will bring the top two or three in for an interview. What questions should you ask them? What answers should you be looking for? How will you know which one to hire? Here are the Job Interview Questions to Ask. Remember that how someone answers interview questions can be more important than what they answer.

  • In most companies the most valuable commodity, the most essential element of success in your industry, is the small pool of really talented people. Here are the steps you need to take to Manage the Talent Pool.

  • Too many hiring managers write job descriptions based on the skills they are looking for in an employee rather than looking for talent. A skill is a learned competence and almost anyone can be taught a particular skill. Talent, however, is much more rare. It is a natural aptitude. Be sure you Hire Talent, Not Skills.

  • You want the best talent you can find. Don't let your own insecurities get in the way of hiring the best people you can find. You will hire a better team and others will recognize your talent because they know A's hire A's and B's hire C's.

Other Hiring Considerations

  • You will have to make many subjective decisions as a manager. Seldom will you have all the detailed information you want before you have to make a decision. You use your judgement and make the best decision you can. One of those decisions a hiring manger has to make, one that can't be delegated, is whether you should Hire Overqualified Workers. Some will tell you they will leave too soon, others that they are hard to manage, and still others that they are too expensive. You need to evaluate your team, its needs, and all the available talent to make that decision.
  • Like overqualified workers, who can be any age, hiring managers have a similar decision to make about hiring Older Workers. Are their technology skills outdated or do they bring the stability your team needs? Are they too slow or does their experience in several other companies or industries give them insights that can help your team be more innovative? Again, it's a decision you, as the hiring manager, must make. You can't delegate that to HR or anyone else on the team.

    Related Recruiting Factors

    • Candidates may not ask you about your Company Culture before they are hired, but they should. And you want to keep it in mind as you make hiring decisions. Consider how the potential new hire will or won't fit in before you make an offer of employment. They don't have to be just like everyone else, sometimes fresh blood can shake things up for the better, but you need to consider the potential impact ahead of time.
    • Another factor many potential employees consider is Training Opportunities. They want to know whether they will be able to improve their skills and advance in their profession if they work for you. Make sure can identify what training someone needs and you know what training is available to your employees.

    Bottom Line

    It is our job as management, not HR's, to find, hire, motivate, lead, and retain the best talent.