Who Should Be Involved In the Hiring Process?
So, you’ve decided to get some help with the hiring process. Smart thinking! Hiring has become such an involved process and huge undertaking, it can quickly become overwhelming. By the end, many of us just want to be done with it, and tend to make desperate or emotional decisions, just so we can get back to our regular work that is now several weeks past due.
Collaboration is absolutely the anecdote to “hiring overwhelm” when done properly. See our article, How to get hiring help without creating chaos, for more information on this.
So, who should be involved in the hiring process?
The answer varies, depending on the size of your organization and also how integral the position is to the overall business, but here are some general rules of thumb. We are going to assume that the position you are hiring for is not an entry level position, but rather a professional one.
The direct supervisor for the position is the most critical person in the hiring process. They are the person who will interact with the candidate most frequently and it is imperative that they are on board with the selected candidate. Also, they know specific skillset questions to ask that maybe a hiring manager wouldn’t be aware of. Also, a direct supervisor also manages other successful team members and knows what types of character attributes perform well in the role.
If the position you are looking to fill will be part of a team or unit, then it’s a great idea to have them meet a candidate before a decision is made – especially for small, close knit groups. You can set this up as a Q&A session for a candidate to come in and ask the team any questions they may have about work life or the team dynamic. Alternatively, rather than having them meet the entire team, you could have them do a shadow hour with the team’s anchor person (you know the team member that functions as the heart of the group). Essentially, your “go to” person.
Cross-functional Department Leaders
If your department works closely with another department or reports to another department frequently, it may be a good idea to get the opinion of a department leader. Perhaps you could invite them to one of the interviews or show them a resume to get some feedback. Having them at the interview could also be helpful for the candidate to better understand the scope of work, including working dynamics across departments.
Having a recruiter is a great way to distill your huge list of candidates. Once you’re ready to interview, giving them a place at the table, is a great way to make a candidate feel more comfortable. It also allows you to get some help selling the company and highlighting some of the reasons they felt this was a good match.
A word of warning: only involve the person exiting the position if they are leaving on good terms, are happy to help in the process, and is someone you are sorry to see go. After all, who better to know what it takes to get the job done, then someone who has been getting the job done, right? Who should be involved in the hiring process is a team by team decision, but consider all these factors before moving forward.
More Information from our blog on hiring is Here!