5 Ways HR can work better with hiring managers

By Charlie Knight |

HR and the hiring manager have an interesting relationship. On the one hand, HR is perhaps more qualified to know what workers to pick for business. On the other hand, HR will typically give the final say on hiring of employees over to the hiring manager. Unfortunately, HR and the hiring manager may not always see eye to eye. Usually, this is because they are looking for different things. The HR department is concerned about the legal issues that arise after hiring incorrectly. The hiring manager is looking for someone that will make their company look good. They may also have personal agendas when hiring. For instance, nepotism is a common issue in big and small businesses.

Other issues may be hiring workers based on looks or hiring someone that you get on with. These individuals may not be the best candidates who are the most qualified for a job. At this point, the HR team may see an issue, but they will still give the hiring manager the final say.

It would be useful and valuable if the HR could find a way to work better with the hiring manager. Here are five of the best solutions to this issue that you should consider.

1) Understand The Points Of View

It is crucial that the HR team works hard to understand the hiring manager’s point of view. It can be difficult for the hiring manager to understand why the HR team should have a say in the hiring process at all. The HR team will typically choose a list of candidates. The manager can then pick and select the best names from that list. However, they may still maintain a power to veto a chosen candidate if they feel they could present an issue.

The hiring manager may find that the HR team has lost base with what employees are needed for the job. Typically, the HR team is working behind the scenes, dealing with issues when and if they arise. For the hiring manager, this means the HR team does not fully comprehend the challenges of the industry. Due to this, they get frustrated by HR making hiring decisions for them. These decisions will affect their management and their team.

If HR teams can understand this POV, they may able to show they do understand what candidates fit best. They may also show the opposing side of the argument. Or, which candidates could damage the prospects of longevity for the company.

HR team,s, on the other hand, have problems of their own. They need to make sure that managers are not leaving the company vulnerable. This is easy to do when hiring candidates, particularly if you are using the wrong recruitment criteria. The main problem for HR teams is how to help hiring managers see their point of view and understand why it is important.

2) Change The Debate

The arguments between hiring managers and HR teams often fall into one train of thought. This is often due to a complete lack of understanding on both sides of the line. Usually, the HR team says “You can’t do this.” Then, the hiring manager responds directly by saying, “we’re doing it anyway.” At which point, the HR team will decide whether they want to overrule the decision of the hiring manager. Obviously, if they do overrule, they will be protecting the business from a dangerous situation. However, the will also be damaging their relationship with the manager. In the long term, this can be bad for the recruitment process because neither parties get what they want.

Instead, HR should attempt to solve the problems the hiring manager has created. They must ask how they can accept the hiring manager's decision and avoid the danger. For instance, a hiring manager may want to accept a candidate who has limited experience in the industry. In this situation, an HR team can suggest the candidate receives additional training after they are employed.

3) Explain The Issues

Part of the issue for the hiring manager is that they are often left out of the decision process. Or, that they do not understand why a particular decision has been made. HR teams can resolve this issue by making sure they explain why one candidate has been dismissed, and another has been put forward. It is possible that the HR team has more knowledge of the candidate than the hiring manager. In this instance, it makes sense for the hiring manager to use all the available information. However, they will only do this if they fully understand the issues involved. HR teams need to keep the situation simply and more importantly explain how the company could be left legally exposed.

HR teams should avoid sending out short memos or emails noting that a candidate should be dismissed, or cannot be recruited. They need to explain clearly why candidates have been dismissed. The best way to do this is with regular, face to face meetings rather than email or over the phone.

4) Present Feedback And Encourage Discussion

HR teams and hiring managers should be presenting written feedback for their decisions. HR teams know why a candidate has been dismissed. A manager knows why they don’t want a particular candidate. However, each party often isn’t aware of the views of the other. In this situation, misunderstandings and irritation are common. Both parties feel as though candidates are being rejected or accepted for no reason.

By presenting written feedback, each decision can be clearly understood. A manager may understand strengths of the candidate that HR teams may not realize are relevant. HR teams may present legal issues of liability that employers might have overlooked.

5) Use Recruitment Software

One of the biggest issues for the HR team that causes the most headaches is bias. Hiring managers have one distinct flaw; they are human. They naturally have biased that will make it more likely that they hire one candidate. This may be because they are prettier, younger or share the same beliefs as them. All of these issues can come out during a recruitment process. This can be either intentional or by accidental. It’s possible for managers to recruit employees who may have been hired for the wrong reasons. They may still be one of the best candidates for the job, but the base of the decision leaves the company liable. At that point, it’s an issue for the HR department once more.

A way to solve this issue is to get rid of the problem of bias completely. To do this, both hiring managers and HR teams can use the same recruitment software. Recruitment software can siphon the relevant information out. It can then put that forward to be used for the final decision in the recruitment process. By doing this, both parties are accessing and using the same information to make a decision. This should limit the levels of disagreement between the two. HR teams will be reassured that decisions are not biased. The hiring managers will have everything they need to make an informed choice.

Following this advice, HR teams and hiring managers will have a better working relationship. They will be communicating more effectively and understand both sides of the argument. They can share the information they collect and ultimately make a unilateral choice. The HR team will be happy because the issues of hiring any candidates will have been fully presented. The hiring manager will be happy because they will be able to get the best worker for their business.

It is important to remember that both parties want to hire great candidates, and this is much more likely to happen if they work well together. At Vine Resources we understand the hiring challenges you may be be facing. If you want to be the best, and hire the best, then we can help you find and retain the top talent in your industry.

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Charlie Knight

Written by Charlie Knight

Charlie has 3 years experience in digital marketing, helping B2B technology companies grow their businesses through inbound marketing before joining Vine Resources as Content Marketing Manager. In his spare time, Charlie enjoys travelling and the great outdoors, and he recently hiked from Mexico to Canada for charity.

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