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HR's role in recruiting and selection
Recruiting & Staffing
HR's role in recruiting and selection
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Hi there,
We are interested in learning about best practices in R&S.
Right now HR is involved (interviews) in the initiatl pre-screeing and also sits in on the second interview with the hiring
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Forums » Topic Forums » Recruiting & Staffing » HR's role in recruiting and selection
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HR's role in recruiting and selection
posted at 11/17/2006 12:08 PM EST
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Posts: 154
First: 1/16/2001 Last: 2/18/2011 |
Hi there,
We are interested in learning about best practices in R&S. Right now HR is involved (interviews) in the initiatl pre-screeing and also sits in on the second interview with the hiring manager. (Plus does all the usual background checks, etc). How many companies have moved to a process where the HR rep does the initial first interview, but the hiring manager and perhaps another manager conduct the 2nd interview? Pros/Cons? |
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HR's role in recruiting and selection
posted at 11/30/2006 12:54 AM EST
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Posts: 4
First: 11/9/2006 Last: 11/30/2006 |
HI!
In my company, the Recruiting Manager positions fall under HR so I guess all bases are covered. The Recruiting Manager screens/interviews applicants and hires them; end of story. On occassion we call applicants in for a second interview with a Call Center Manager, but rarely. Hope this helps. |
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HR's role in recruiting and selection
posted at 12/23/2006 11:53 AM EST
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Posts: 19
First: 4/2/2002 Last: 12/23/2006 |
In my last organization, the recruiters were the front line and did the intial, sourcing, qualification and interviewing of candidates. Hiring managers and team members did the next round but we (recruiters) were involved in preparing them for those interviews and debriefing the manager and/or team afterwards. We had input into the hiring decision (more or less depending on the particualr recruiter's relationship with the managers) although ultimately the decision lay with the manager. |
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HR's role in recruiting and selection
posted at 1/5/2007 3:34 AM EST
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Posts: 8
First: 1/5/2007 Last: 1/8/2007 |
I would recommend developing an interview training program if your managers are doing 2nd level interviews alone. Make sure everyone has gone through the training. You'd be horrified to learn what some managers ask in an interview! |
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HR's role in recruiting and selection
posted at 1/10/2007 10:54 PM EST
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Posts: 2
First: 1/10/2007 Last: 6/12/2007 |
I belong to an organization that just began something new.... keep HR out of the hiring decsion.... and I dislike it alot. The only input we have in the hiring decision is to check the paperwork for errors (and that often happens AFTER the applicant has already left). No longer does HR have the opportunity (Nor ability) to review, much less select the candidate; conduct (nor participate) in the interview process; or offer our years of experience to the hourly and salaried managers about the applicant. Oh, we do get the call the applicant in for the interview.... after the manager has selected the application, conducted the reference checks and told us to call this person in. So, I guess that's better than nothing. One final point. As a result of this change (about 6 months ago) our turnover rate has taken a dramatic jump. So, all you HR types out there... count your blessings... that you are involved and you can make a difference. |
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HR's role in recruiting and selection
posted at 1/10/2007 11:43 PM EST
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Posts: 2
First: 12/13/2005 Last: 1/10/2007 |
As an HR professional based in the UK I can put the UK perspective on the subject.
In one of my previous role I was doing recruitment for one of the top 5 consulting firms. There HR carried out the first interview and only if we were satisfied did the candidate get taken to meet the Manager for the technical interview. When we did the introduction to the interview we made no reference to the possibility of them being taken to a second interview. If we were unhappy with the candidate we would wind up the meeting and advise that we would be in touch in the near future and show them out. |
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HR's role in recruiting and selection
posted at 1/11/2007 12:21 AM EST
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Posts: 1
First: 1/11/2007 Last: 1/11/2007 |
Base your strategy on business needs. Are you in growth mode? Have low or high turnover? Etc. Example: Our growth has recently been > than in the past. Hiring HR staff was not viable so we implemented interview training to train the managers. We now use "front-line" managers to network more and pre-screen resumes. It's part of their performance review. They enjoy the involvement & take more accountability for the hire. HR still maintains the "legalities" of offers and paperwork. |
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HR's role in recruiting and selection
posted at 1/11/2007 12:37 AM EST
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Posts: 4
First: 4/26/2005 Last: 1/11/2007 |
If you have delivered a well-qualified candidate to the second interview, you have served the manager and the organization well. Teaching your managers how to conduct an effective behavioral interview is great advice. Identifying the essential competencies and constructing effective questions is another service you can provide your hiring managers to improve the quality of their interviews.
I am an HR Director for a mid-sized manufacturing company with a global presence. We do business in the US, UK, Canada, China and Mexico. I am responsible for all exempt-level staffing needs. I view recruiting as an extension of our talent management efforts and our best opportunity to build the capabilities of the company. As a result our hiring practice is very rigorous. The typical process includes a 20 minute phone interview to qualify candidates that look good on paper. I then conduct a thorough behavioral interview and assessments appropriate to the position that screen for competency, personality and cultural fit. In most cases, hiring managers are kept informed but only see candidates that I believe meet the job specifications and the longer term interests of the company. This approach has been extremely effective in building our talent base and organizational performance. In addition, turnover among this segment of employees is less than 2%. The biggest challenge is that many managers want a basis for comparison. For difficult to fill positions, finding one well-qualified candidate can be a challenge. This approach requires results. Work closely with the hiring manager and translate their wants and needs for the position into specific tangible qualifications...the question that drives the role of HR in our hiring process is, "Are we adding value?" To answer, Yes, we must attract talented candidates that meet the needs and wants of the hiring manager and the broader strategies of the company. |
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HR's role in recruiting and selection
posted at 1/11/2007 12:56 AM EST
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Posts: 4
First: 2/7/2006 Last: 7/10/2007 |
I believe it depends upon the industry to some extent. Our organization (healthcare) has deployed 75% of the recruitment and selection process to the hiring manager and it has resulted in some inconsistent hiring practices and increased workload for the hiring manager. However, centralized hiring didn't always work for us because of the diverse nature of the positions we were recruiting for - sometimes only the hiring manager can effectively screen health professional candidates. I personally wish HR gave us more support in screening and first interviews - the move to decentralize came about because of our move to an HRIS with the ability to farm out recruitment. |
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HR's role in recruiting and selection
posted at 1/11/2007 1:27 AM EST
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Posts: 4
First: 8/3/2004 Last: 6/14/2007 |
It appears that your process might be different than at most companies. Usually, it is HR's (Recruiting) responsibility to pre-screen and then the 2nd interview should be with the Manager. Just a thought but make sure your managers know all the questions that can and cannot be asked to avoid any legalcomplications if a candidate is not selected.
You might offer that HR does the initial screening of the candidate to ensure that the skills and qualifications align with the business objectives and the company culture. A good way to sell this to your company is to press the issue of HR's role in making sure you have the right fit for your organization and the legal ramifications if improper questions are posed during the initial interview. I hope thie helps. |
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