Getting the right balance between too little and too much involvement.

The team at Orchard HRO are regularly asked by HR professionals how much time they should be spending on individual recruitment.

For HR generalists who have broad responsibilities, recruitment is only one of many important and time-intensive HR responsibilities to be involved with.

HR professionals are often involved with the recruitment on an “as needs / as agreed” basis.

In some instances, managers often have or require limited HR support. In other instances, HR is working beside the manager every step of the way.

For HR professionals, here is a brief checklist when considering when and where to become involved in operational recruitment:

  • Are the role and requirements fully defined with proper documentation?
  • How strategic and impactful is the role being recruited?
  • Is there an agreed candidate selection process that the manager and HR are clear on?
  • How skilled is the manager at hiring?
  • What are the recent history and challenges involving that role, the manager or part of the business?
  • What support is the hiring manager seeking (or requires) to ensure that the new hire matches the business requirement?

Most managers who are not regularly recruiting do certainly require selection support, particularly in areas of role definition and interviewing and selection.

HR’s involvement in selection is very important to provide a structured approach to behavioural selection and also to provide decision-support to the manager.

HR has a key role to play to ensure that the manager is able to lead a selection process to attract and select a highly suitable candidate.

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