Hiring the best employees is a tough job, which needs a lot of cooperation from the managers. The HRM Function would be able to hire the best employees, when the cooperation from the managers would not be needed.
The managers complain about the recruitment and selection process. But when they have to hire the new employee on their own, they have enough time and they have other priorities to follow before trying to set the job interview with the external job candidate.
The manager has one important role in the hiring process. The manager has to prepare a clear job profile to provide a clear goal for the hiring process. The manager usually expects the HRM Function to know the goal of the recruitment process – to have the best employee on board.
The best employee has to be described. As the manager has to set the expectations and the HRM Function can follow the criteria and can provide the manager with the real feedback, not just emotional sentences about the individual job candidates.
The manager is usually lazy and provides just very general oral job description of the ideal job candidate. As the HRM Function interviews more candidates, the oral job description gets more specific. When the HRM Function agrees to follow such a hiring practice, the manager and HRM Function lose a lot of time, which is spent on interviewing job candidates, which are not suitable for the vacancy.
The manager has a lot of space to complain about the quality of the hiring process, when he or she does not provide a clear job profile to match the job candidates against. When the HRM Function has no the job description to make a check, the manager has to make it and the manager finds a lot of things to be improved in the next round of job interviews.
The HRM Function has to make sure; the job description is delivered before the real hiring process starts, as time is not lost.
