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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 1/11/2007 1:41 AM EST
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Posts: 11
First: 1/11/2007 Last: 6/29/2011 |
I've worked for both types of companies--those that HR interviews first and those that HR doesn't interview at all. I personally have found that when HR screens the applications and interviews the candidates, there is less turnover and a more effective selection process. All too often managers can get caught up in the fact that they needed someone last week and are apt to settle on someone who meets the minumum qualifications, whereas HR can screen out and send on only the most qualified for the position. So often I have had to counsel managers on legal interviewing and appropriate qualifiers because they just want someone to do the job--they don't necessarily look to see that the person has had four jobs in three years. HR professionals have enough interviewing and screening experience to usually know when someone is pulling a snow job in the interview, and since managers don't always have the constant job of interviewing if they have low openings, they may be easily swayed by a good story, whether it's true or not. |
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HR's role in recruiting and selection
posted at 1/11/2007 2:20 AM EST
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Posts: 3
First: 8/8/2006 Last: 7/6/2007 |
HR prescreens applications/resumes, and prequalifies for open positions. In most cases, HR conducts a 1st interview, with hiring manager conducting a 2nd. Depending on position, there may be a 3rd interview with intro to President or CEO.
In our outlying regions, some of our high level managers have been trying to take pressure off their managers and conducting one interview and then hiring. We've seen big turnover numbers, we believe, as a result. As a fellow HR professional once said, most of us don't have one date then gat married, why would we hire someone after only one interview? HR also conducts background, credit, reference check and we have all interviewed candidates complete a Predictive Index survey, which is a small piece of our hiring puzzle. Management shouldl indeed be trained on behavioral and legal interviewing techniques. I have some great BAD questions in my arsenal from those not trained. |
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HR's role in recruiting and selection
posted at 1/11/2007 2:24 AM EST
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Posts: 2
First: 2/9/2006 Last: 1/11/2007 |
To a large extent, I believe it also has to do with the types of recruiters you have in your organization. If you are hiring executives and they are being interviewed by HR, then HR really needs to understand the role, the industry and the company that they are hiring for it to be an effective interview. If your HR staff are more administrative, I don't recommend them interviewing unless the roles are pretty low level and don't require a great deal of knowledge about the role/company/etc. |
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HR's role in recruiting and selection
posted at 1/11/2007 5:29 AM EST
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Posts: 3
First: 8/10/2006 Last: 1/11/2007 |
In my organization, HR only prescreens apps and forwards appropriate, qualified candidates to the hiring manager. It is then the hiring manager who determines who to interview, constructs the interview questions (vetted by HR), and conducts the interviews. HR has limited involvement in the interview phase. I will note there is high turnover in the blue collar part of the labor force, but it is also the nature of the industry, public transportation, that may dictate that trend. HR staffing has generally not permitted a greater role but recent turnover in our HR hiring function (all of the generalists have resigned in recent months leading to a temporary outsourcing agreement) may permit/dicate a change in that role. We'll see... |
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HR's role in recruiting and selection
posted at 1/11/2007 8:06 AM EST
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Posts: 42
First: 12/29/2005 Last: 1/11/2007 |
I work in healthcare. I prescreen all resumes and conduct initial interviews. Qualified applicants then go on to meet with the hiring manager. We do structured behavoiral interviewing. We then sit down together, compare scores and notes and make the hiring decision together.
Our managers do not have time to conduct the initial interviews. I provide them the service of only sending them qualified candidates, which enables them to focus on managing the employees they already have. When they sit down with an applicant, they already know this person meets the minimum requirements and seems to be a "fit" for us. Since we ask similar, but not identical questions, sometimes we get conflicting information, and that is where we sit down and compare our notes and make the decision together. |
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HR's role in recruiting and selection
posted at 1/12/2007 7:13 AM EST
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Posts: 3
First: 1/12/2007 Last: 4/10/2007 |
With all of the amazing staffing systems out there, I cannot understand why people are still reviewing resumes to determine qualifications. There are many systems out there that can even go one step further and handle screening on line without using either manager or recruiter time. These systems can filter quite efectively so that the only interview necessary is to determine truthfulness and "fit" with the hiring manager/department. Too many hr people are spending time on the wrong activity. |
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HR's role in recruiting and selection
posted at 1/17/2007 2:25 PM EST
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Posts: 2
First: 1/17/2007 Last: 1/24/2007 |
In our organization of 130+ employees, as HR Generalist, I organize all of our recruiting efforts. I perform first interviews to determine if candidates fit well with our culture and meet our standards and the skill set needed to perform the particular job they are seeking. I then make recommendations to one of our 10 directors for a second interview. The directors trust my judgment and I trust the directors to make their own hiring decisions. For higher level decisions, we often co-interview together. Also, for those directors less experienced and a little bit uncomfortable with the interview process, I have provided tools to help them in this process such as a list of sample questions, information on what they can and cannot ask, and have also let them sit in on my interviews so they get a feel for how to perform an interview effectively. This process works very well for our organization. |
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HR's role in recruiting and selection
posted at 1/18/2007 5:13 PM EST
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Posts: 5
First: 7/28/2005 Last: 1/18/2007 |
In our organization, HR defines the dimensions (behavioral and technical) needed for a particular job or position and sees to it that these are present in the potential candidate. Once passed, we endorsed them to the requisitioner. By doing this, HR has significant influence in hiring decisions. Even if the applicant has the technical skills, these have to balance with the behavioral which includes work and culture suitability. |
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