Human Resource managers have tremendous influence on hiring strategy. Without HR managers, many companies would struggle to find and vet suitable candidates. As an HR manager, it’s your job to ensure that the right fit is found for your team. This means taking a lot of time and effort to evaluate the background and personality of each candidate. But with all the research an HR manager must do to vet a candidate, who actually gets the final say on a new hire?
The answer: it’s complicated.
If you work for a small company…
You are a valuable resource, but your HR team is probably slim. If the owner of your company is hands-on, the owner will probably want a say in who officially makes it onto payroll.
If you work for a mid-sized company…
As an HR manager, you will be on the frontline of recruiting. You and your department will be accepting applications, sorting through resumes, and giving hiring managers the “short list” of qualified candidates. You have a say in who gets through to the hiring manager. Use your influence wisely.
If you work for a large company…
You’ve probably been in the HR world for a while. You earned your degree in Human Resources, you climbed the corporate ladder, and now you’re an HR manager. What does that mean for the hiring process? Well, your role will focus more on the overall strategy and wellbeing of your employees. While future employees are a big part of your HR department, the sheer size of your organization makes it difficult to have a say in each and every hire. Instead, many of the final decisions will rest with the business leaders of each vertical. If you have concerns about a candidate, of course you should voice those issues before an offer is made.
How to get the final say in the hiring process
Everyone wants to have their opinion heard. The best way to have your thoughts considered regarding a new candidate is to build your reputation from day 1. Make sure the hiring managers who work for you know that you’re on their team. You want to find them candidates who suit their needs and who suit the business’s needs, while avoiding typical issues like turnover or bad culture fit.
Work with the hiring manager early
When you know someone is looking for candidates, start the conversation as soon as possible. As the hiring manager what went wrong with the last person in this position. If it’s a new position, ask what they’re looking to add to the team. Encourage the hiring manager to be specific. You need an ideal list to find the best candidate.
Keep track of turnover
Have you found that one department continues to experience a high rate of turnover? In some industries, this is common and expected. In other cases, it may be an issue of expectations and defining the job role. Help your hiring manager figure out who and what they need by using your degree in Human Resources and experience to make a solid case.
Stay in touch with candidates
You never know where someone’s career will go. If you say no to a candidate, they may return later on and be hired by someone else. Always maintain professionalism. And, if you do get a new hire, keep in touch with them, too. Send them notes to say hi or happy birthday. Let them know you appreciate them being part of the team, and see to it that their managers are rewarding good standing.
By being a dedicated member of not just the HR team but your greater company’s community, you will be able to influence hiring decisions. Treat each situation with care and transparency. Hiring managers appreciate those who will give honest advice and take a stance on issues. With your experience and a degree in Human Resources, you can help shape an organization.
