Managers, particularly those that are doing hiring and firing, often have a love/hate relationship with HR. Being a CEO at an HR Technology company called 1-Page, I certainly understand the importance of HR. The position is critical to a company’s future and yet causes much pain and heartache for the managers and teams HR supports when communication isn’t clear and expectations aren’t set.
Recently, I spoke with a hiring manager who was frustrated with restrictions and roadblocks that were placed in the hiring process including pay bands, experience restrictions, and the internal promotion process for employees.
“HR and their process became the ultimate reason our best candidate turned down a job. We didn’t act quickly enough extending our job offer and it’s back to square one,” said the frustrated hiring manager.
The rift between HR and the hiring manager is an ongoing “He said She said” causing conflict and frustration that leads to articles like this one by Fast Company. While I realize there are two sides to every story, there is often an aggravating gap between HR and the hiring manager’s expectations. It’s uncomfortable, and its roots are often times a lack of communication by both parties.
To help streamline your hiring process and build a stronger partnership between HR and hiring manager, consider some of the following best practices.
Talk about the position you are hiring for. Start with the hiring manager and if possible talk a few minutes with his/her team and the exiting employee. Many times, employees are responsible for so much more than their managers realize. It’s important to understand responsibilities that go beyond the standard company job description.
Outline the process and include timelines and expected results. Hiring managers should be upfront about the expected results while also being realistic as policies and process often keep recruiters and HR from moving quickly. If potential roadblocks are identified early in the process, they’re much easier to work around.
Establish clear expectations. When it comes to the workplace, work teams, the HR and hiring manager relationship, setting the ground rules, deadlines, and overall expectations are key to any successful relationship, even those of the non-workplace variety.
Schedule communications. Whether it’s a weekly conference call, Excel document, or status report, schedule a time to provide your hiring manager with updates related to the position you are hiring for. Face to face or voice communication works best in order to maintain a mutual understanding between one another.
The relationship between a hiring manager and HR can be very productive as long as communication is clear and expectations are set. Once the groundwork is laid both parties can rest easier knowing that they’re on the same team while looking towards the future of their department.
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Joanna brings a proven executive management track record, recognized as a leader in marketing and strategic partnerships across the consumer and technology sectors. Prior to launching One-Page, Joanna was Chief Executive Officer of Performance Advertising, responsible for building one of the nation’s leading outsourced sales and marketing firms for two Fortune 500 companies. Taking her expertise overseas to Asia, Joanna developed and executed marketing strategies in the mobile and technology fields; across industry from e-commerce to social media she developed a keen knowledge in product execution and consumer buying.
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