P r e s e n t e d B y :S t e v e L o w i s z

Who is Responsible for Quality of Hire?4 Steps for HR & Recruit ing

to Streaml ine the Hir ing Process

Author, Educator,International Speaker

In this Presentation…

4 Steps to Streamline the Recruiting & HR Relationship

1 Build

2

Develop3

4 CollaborateDecide &Divvy

First we must understand WHY there is a disconnect.

Difficulties in the HR/Recruiting Relationship

Difficulties in the HR/Recruiting Relationship

Unclear Life Cycle

• Who does what?

• Who owns the client (hiring manager) relationship?

• Recruiting focus – belief anything that impedes the process is bad! (HR policies and practices)

• Natural competition –who is creating the most value?

Difficulties in the HR/Recruiting Relationship

Job Functions

• Very different perspectives & job functions

HR

Commonly responsible for organizational development & change, employee relations, compensation & benefits, conflict resolution

o Focused on avoiding disaster

Job Functions

• Very different perspectives & job functions

Recruiting

Responsible for bringing in new talent through sourcing, development,assessment

o Success is adding new employees to the company

Difficulties in the HR/Recruiting Relationship

Difficulties in the HR/Recruiting Relationship

Strengthening the HR & Recruiting Relationship

• Establishing trust

• Building a relationship

• No more finger pointing!

• Working as a team

• Coming up with a plan

• Clearly defined roles

Build

Develop a Healthy Working Relationship

• Meet and engage in dialogue prior to the project to build foundation

o Establishes & builds trust

• Both parties must realize: Mutual survival depends on success of the process!

Build

Develop a Healthy Working Relationship

• Make a deposit in each other’semotional bank account

• Spend time in each other’s shoes to get an appreciation of value each can bring to the process

Decide & Divvy

Who Does What?

• Once you have established working relationship, decide who will take on what steps in hiring process

• Clarifies everyone’s role so each person can take ownership

• Avoids confusion and frustration

Decide & Divvy

Who Does What?

Make a list of items that need divvying. For example, who will...

Do a pre-screening?

Discuss salary?

Make the offer?

Present candidates to the Hiring Manager?

Develop

Decide which strategies will work best to find talent

• Are you using an external research team to find viable candidates?

• Searching job boards and social media or databases?

• Decide on your sourcing strategy so candidates aren’t appearingout of thin air

Develop

• Understand what the organization is looking for

• Must Haves vs. Like to Haves to discuss with Hiring Manager

• Ensure both parties understand how to evaluate skills, attitude, competency and culture (DNA) of candidate – not just what’s on paper!

Decide which strategies will work best to find talent

Collaborate

Adjust the Hiring Process

• Keep Recruiter and HR accountable for who they’re finding, what they’re finding, how they’re finding them, and potential issueswith candidates

• Make sure process doesn’t become lopsided• Smooth the handoff process with the hiring manager

Collaborate

Leverage Each Other’s Knowledge Base

Questions Recruiters should ask HR about the open role:

Are there internal equity issues to consider?

Are there compensation/budget restrictions that could affect the type of ideal candidate?

Who are the top performers and bottom performers on the team and what separates them in the mind of the manager?

Collaborate

Be Patient!

• HR often wants the ‘perfect candidate’ and NOW• Recruiters get impatient waiting on HR to move process

along

• Remember that finding a quality candidate might take more time, but is worth it! (Can cost up to a 1/3 of a new hire’s salary to replace them)

Track the Results

Metrics to Measure Success of Recruiting & HR Collaboration

• Hiring Manager Satisfaction

• Candidate Satisfaction (surveys)

• Retention of New Hires

• Performance of New Hires

Track the Results

• Recruiters & HR have different roles in hiring process but want the same thing: Find and retain quality candidates

• Failure to address potential issues can harm reputation of organization, quality of candidate, and relationship with hiring manager

• Once we understand who is supposed to do what, we can coexist and streamline entire hiring process

Remember…

P r e s e n t e d B y :S t e v e L o w i s z

Who is Responsible for Quality of Hire?4 Steps for HR & Recruit ing

to Streaml ine the Hir ing Process

Author, Educator,International Speaker