Who Owns the Hiring Process?

By Jackie Throop, SPHR, Director, Outsourced HR & Recruiting Services
Published October 15, 2024

Has your HR Department ever been notified by a manager that they need a new (insert position here) and to just let them know when the new employee is able to start? 

Hello, what?

A collaborative relationship between HR and the hiring manager is essential when it comes to effective recruiting. As involved as HR may be with the employees at your organization, no one knows the open position as well as the hiring manager. How do you go from being an order taker (Thanks, Kat Kibben for that great term!) to a hiring expert? 

First, do your homework. Review the job description and the exit interview from the former employee (if available). Look at others in the same role and understand what makes them successful. Conduct a salary analysis so that you can provide credible data to the hiring manager and discuss the appropriate salary range. All the information you gather will provide helpful insights during the critical second step.

Next, meet with your hiring manager and determine the specific job requirements. This is more than the hiring manager handing you a slightly updated job description; it’s an interactive meeting where you, as the recruiter, ask the hiring manager key questions about this position. Why is this important? Because if you don’t know precisely what you’re looking for, you’ll never be able to find it.

During the meeting, ask specific questions. Here’s a few examples that Kat Kibben suggests:

What’s a day in the life like for someone who accepts this role?

What skills and behaviors do the best people in this role have in common?

In your last successful hire, what was the candidate’s background? What did they do to prepare them for this role?

Your goal with these questions is to gather insights into the role that will help you write a great job posting and conduct valuable screening interviews.

Last, own the process! From writing the job posting and scheduling and conducting interviews to administrative details, you should run the show. If you want to develop an expert method, you must manage the process. Communication is not only key with candidates, but with the hiring manager as well. 

Want to hear more great Kat Kibben advice? Join our Straight from the Source program on October 17. It’s virtual, and free to HR Source members!