The HR Professionals have to solve pretty interesting issue. The company has the recruitment freeze and it is not allowed to hire the external job candidates to the organization. But it does not mean, there is no such a need to hire the unique job candidate from the external market.
The recruitment freeze rules are always simple. It is not allowed to hire new employees is the simplest form. Other companies are more specific and they have the additional rules for the business and operations functions as they are allowed to replace leaving employees.
The problem with the unique external job candidate is usually about the need from a different unit, which is not allowed to hire new employees. The drivers for the changes in the organization usually sit in those supporting functions, like Human Resources or Finance. And these functions are not allowed to bring a new person on the company payroll.
The HRM Function is confronted with the urgent need for the exception. The exceptions in the recruitment freeze are very dangerous as the first exception generates the urgent need for the second one. The managers see the possibility to reach the exception for them and they will fight for their own exception.
The HRM Professionals have to bring a very difficult process for getting the exception for the new external job hire. Usually, the CEO is the final part of the exception process in the recruitment freeze, but it is another issue. The CEO does want to know the opinion of the HRM Function and the CEO wants to get the recommendation for the decision.
The hiring of the unique external job candidate in the recruitment freeze is not easy and it has to be really the exception. As the hiring process has to be finished quickly, there is usually no time to look internally for the same profile and the management looks carefully for the result of the hiring process as the HRM Function cannot win the battle. Hiring or Not Hiring – both decisions will bring troubles sooner or later.
