Hiring Managers Don't Blame Yourself

Hello Hiring Managers!

Do you blame yourself when an employee is fired for reasons that can include under-performance issues or the wrong qualifications?

Instead of blaming yourself managers should review their hiring strategies and think about changing the way things are done in their office.

Reviewing your hiring strategies and procedures on a regular basis can help specify exact problem areas that are in need of improvements.

Re-evaluate your hiring procedures to find the fine-line between over and under hiring employees.

Over-hiring causes employees who are frequently bored with their positions. Staffing cuts are another downside to have too many employees in the office.

A department manager should evaluate the job requirements for position and evaluate the skills that the job posting is advertising for.

It doesn't matter what job you are hiring for but remember the benefits of a pre-employment screening firm.

Forecasts are a 29 % increase in full-time permanent employee openings, a sharp rise from 2009. With a priority focus on hiring technology and revenue generation positions, followed by business development, marketing and sales roles; it is prudent for organizations to position themselves to attract talent by optimizing their recruitment tactics.

A hiring plan should respond to a stronger employment picture and can provide competitive advantages, “right time” advantages, and lowered costs.

A well defined profile will help screen applicants.

It allows earlier short-listing progression; serving the recruiter to write better targeted ads and screen responses.

If you are only recruiting from your local 90% all White college and not bothering to recruit from a college that has a larger percentage of minorities, you could be creating disparate impact upon minorities.

The target compensation must be sufficient to attract candidates at the level of the hirer’s expectation.

Most poor hiring decisions are often a consequence of an inadequate pool of candidates. This is usually caused by ineffective sourcing activities.

 

[LekshmiGPilllai]

Great points, Sunanda! Hiring managers often carry the blame for employee turnover, but it’s really about continuously improving the hiring process. Regularly reviewing job descriptions, sourcing strategies, and screening methods can help ensure a better fit between candidates and roles. Also, embracing diversity in recruitment pools not only widens the talent base but fosters innovation and inclusion. Ultimately, a strategic hiring plan aligned with business goals is key to reducing costly mis-hires and building a strong workforce. Thanks for sharing these valuable insights!

 

[Dhruv Bindhani]

It's natural for hiring managers to feel a sense of responsibility when an employee doesn't work out, especially when it leads to termination. However, as the provided text suggests, rather than personal blame, it's more productive to review the underlying hiring strategies and procedures. This approach allows for the identification of systemic issues that might be contributing to poor hiring decisions.

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The Importance of Strategic Hiring Reviews​

Regularly evaluating your hiring process can pinpoint specific problem areas. For instance, if you're seeing frequent underperformance, it might indicate that your job requirements were not clearly defined, or the skills advertised in the posting didn't align with the actual needs of the role. Similarly, issues like employees being consistently bored could signal over-hiring, leading to staffing cuts and wasted resources.

A robust hiring plan should be responsive to the current employment landscape. With forecasts showing a significant increase in full-time permanent employee openings (a 29% increase from 2009), particularly in technology and revenue-generation roles, optimizing recruitment tactics is crucial. This proactive approach can provide competitive advantages, ensure "right time" hires, and ultimately lower costs associated with recruitment and turnover.

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Key Elements of Effective Hiring​

• Well-defined Job Profiles: A clear and detailed job profile is essential. It helps in screening applicants more effectively and allows recruiters to craft better-targeted advertisements.
• Diverse Sourcing: The text highlights a critical point: an inadequate pool of candidates is often the root cause of poor hiring decisions, frequently stemming from ineffective sourcing. This includes considering where you recruit. If your recruitment efforts are limited to a narrow demographic, for example, "only recruiting from your local 90% all White college and not bothering to recruit from a college that has a larger percentage of minorities," you could inadvertently create a disparate impact upon minorities. This means that even if there's no overt discrimination, the effect of your hiring practices disproportionately excludes certain groups.
• Competitive Compensation: Ensuring the target compensation is sufficient to attract candidates who meet your expectations is also vital. A well-defined profile combined with attractive compensation helps draw a broader and more qualified talent pool.
• Pre-employment Screening: Utilizing a pre-employment screening firm can offer significant benefits by streamlining the initial vetting process and ensuring candidates meet basic qualifications before deeper engagement.

By focusing on these strategic elements, hiring managers can move beyond individual blame and work towards creating a more effective, fair, and successful recruitment process.