Monday, August 11, 2008

How to Leverage Insight from Your HR Team to Make Smart Hiring Decisions

For those that have worked in the Human Resources field for more than a few years, we've learned some things about people...namely that they can be our greatest asset or our biggest pain, but mostly what we learn is how much we have in common. We all have strengths and development areas, the key is to be a life-long learner.

Having been in various HR roles over the past ten years, and specializing in coaching and development, training and recruitment the past few, I've become somewhat of an expert in the business of people...that at the end of the day we all want the same go to work everyday, do a good job, provide for our family or love ones, and hopefully have fun while we're doing it. And in my case, it all begins with the hiring process...

In particular, there's a certain level of people knowledge that comes along with sourcing, screening, interviewing, negotiating with candidates...then hiring, coaching and mentoring (or onboarding) new employees once they come into a company. Hiring managers that partner with the HR team, listen to valuable insight gained over the years, and that ask questions along the way can benefit during the screening and interview process, especially around things like engagement, attitude, and follow through.

Infact, there have a few occasions over the years, where I have had to remove a candidate from the process because of impatience, attitude or arrogance...where I saw their "true colors" shine through toward the end of the recruitment process. I remember one occasion in particular when the VP of Sales at a prior company asked me to remove a candidate from consideration after I told him how rude and inconsiderate he had become. The VP's response was "if he acts that way toward you, he'll most likely act that way toward customers, receptionists, co-workers, etc. so cut him loose." That was one hiring manager that knew bringing someone on board with demonstrated behavioral issues at the beginning of the process (when they're supposed to be on their best behavior) was likely an indication of predictable behavior problems going forward.

That is great example of a hiring manager partnering with his Human Resources team by capitalizing on their background, experience, knowledge and intuition to help his company build on a great team, thereby improving the company's culture and fortifying their employment brand now and into the future, which is critical to your company's long term success.

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