Five Things Hiring Managers Can Do to See and Hire Stronger People

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Five Things Hiring Managers Can Do to See and Hire Stronger People

Reblogged from LinkedIn

By: Lou Adler

Being a great manager starts by hiring great people, and hiring great people starts by understanding how they make career decisions.

While using the Performance-based Interview and Talent Scorecard will dramatically increase assessment accuracy, it really won’t matter if hiring managers aren’t seeing enough good people to begin with. In this case, they’ll just be more confident they’re not hiring the right person.

Hiring-for-Converged-InfrastructureFor most people, the interview is just an assessment tool, not a recruiting tool. In order for it to be both there are a number of things a hiring manager can do to improve the quality of people seen, interviewed and hired. Here are my top five:

  1. Clarify job expectations before you ever see anyone. A list of skills, duties and experience requirements is not a job description; it’s a person description. Few top people are excited when companies use these for advertising purposes. Instead, define what the person in the role needs to do to be successful, tie this to the company strategy or important project, and describe why people already doing this role find it appealing. Here’s a sample posting for a Controller that covers it all. I call documents defining the top 4-5 performance objectives required for on the job successperformance-based job descriptions. (FYI, this step is number one of Gallup’s Q12 of factors that drive employee performance and job satisfaction.)
  2. Treat your recruiter as a trusted partner. When a recruiter doesn’t understand real job needs he or she converts to a transactional sales approach focusing on box-checking skills. This is an instant turn-off to anyone competent. Recruiting top people involves a consultative sales process that starts with a full understanding of real job needs. On top of this add a strategic approach to sourcing and networking that enables the recruiter to uncover the best people in short order. Recruiters can make or break a hiring manager. This is why they should be treated as core members of the department and invited to every staff meeting.
  3. Conduct an exploratory phone screen before ever conducting a face-to-face interview. I just read a small segment of a rather scholarly report by Dan Cable that investigated the impact of first impressions on the predictability of the interview. The key finding: there is a negative correlation! If you like someone you go into sales mode, and if you dislike someone you seek out their flaws. You can virtually eliminate this problem by conducting a performance-based exploratory phone screen before inviting a person in for an onsite interview. You’ll need to give the person… Read More


About Author

Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.