HBR’s recent issue focused on the idea that human resources as a service or business unit needs to be redesigned. I agree!
We see far too many managers are now disconnected from the hiring process. They let HR writes the ads and screens the candidates leaving managers with the final say after an interview. The problem is that they managers are only seeing the people that HR sends them. If the pre-screening process is off the mark, then managers never see high potential candidates.
I consulted with a sale organization last year and reported to them that their process was eliminating all top performers from the hiring process. They strongly disagreed until we compared the results of their top performers against those of other industry leaders. It was clear that they had a serious problem that had been created when HR misinterpreted the sales management’s requirements buy weighted a few key factors differently.
I’m not proposing that we scrap HR in the recruiting process. I am proposing that managers be more directly involved in the early stages of the process and work more closely with HR to ensure that the process is leading to the best outcome. HR managers should insist on this partnership which must include development of a functional job description, establishment of KPIs, creation of a validated behavioral profile and a list of critical required skills.
Learn how behavioral tools can add a valid, objective component to your process with “How to Attract and Hire the Best Employees“.
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