Are Your Hiring Managers Leaving Your Business Vulnerable?
June 25, 2019 . 10:42 am
(2 min read)
Managers are paid to lead, organise and motivate. Most have successfully risen through the ranks before being rewarded with management opportunities to inspire others to follow in their glory. However, despite their professional strengths they are unlikely to have ever received formal training on how to interview and recruit someone.
Business leaders far and wide routinely overlook this key management skill rarely giving a thought to the risks and consequences that lay in wait should things go wrong, which they often do.
Here are 5 of the biggest risks your company faces without trained Hiring Managers:
Business Critical Vacancies
By far, the number one reason for costly selection mistakes or outright recruitment failure is a poorly executed recruitment process. From the very start, Hiring Managers need to know how to identify a business critical need to justify personnel investment. It’s amazing how many people are hired on a whim without any meaningful evidence they were ever needed in the first place.
Focus on the business critical need. It will dictate the role’s objectives which in turn highlight the essential skills, experiences and personality traits needed from someone to deliver. If the role falls outside of the Hiring Manager’s experience, do not allow them to guess. Hire a suitable consultant to map the vacancy first. Now armed with a job specification aligned with the business’s needs, the Hiring Manager is now ready to interview candidates.
Do not allow them to recruit on a hunch. If they fail to properly plan, expect to lose £thousands in bad decisions, lost time, recruitment fees and salaries.
You would be amazed to know how many Hiring Managers ask sexist questions, often without realising its wrong. “What’s more important, career or family?” “Are you married?” “How do you feel about using your womanly charms with clients?” Aside from blatant prejudice, often the problem lies in dominant commercial thinking, putting the needs of the company ahead of the person. You don’t have to be a man to be sexist either! Women can be just as bad, be it with men or falsely believing their gender gives them the right to ask other women inappropriate questions.
Be sure your Hiring Managers have a well thought out interview plan and avoid discrimination related questions at all costs or suffer the embarrassing internal and public consequences. Its only a tweet away!
A classic recruitment selection scenario costing companies all over the UK £millions every year. Put simply, it’s where an untrained Hiring Manager hits it off with a candidate after discovering how much they share in common. Blinded by feelings, the candidate is selected above other more qualified people and gets the job. The halo effect causes emotional decision making and often results in poor selection choices. Stick to the facts and consider social matching to be a bonus, not a priority.
Let’s be clear – Despite staggering frequency, its not OK to ask someone how old they are or base selection decisions on age. No exceptions. Contrary to popular assumption, ageism can occur at any time of life depending on the scenario. In short, if a Hiring Manager declines a candidate because of their age, its illegal. Anyone suspecting ageism can pursue a claim through the courts. Win or lose, the process may tarnish your business with an unwanted reputation for discrimination. Judge people on their professional suitability and recruit accordingly. You might be surprised what advantages you can gain from a more diverse team offering wider ranges of experience, learning opportunities and cultural influence.
Good Managers want the best team even if some of the superstars perform better than the Manager themselves ever did. Really good Managers are confident in their ability to get the best out of people and enjoy helping them develop and progress even if that means reporting to them one day. However, weak Managers, without adequate training, are often guilty of selecting equally weak candidates to reinforce their position in the company. These Managers tend to have inflated egos and despite their denials, prefer agreeable staff. Commercially, this is holding your business back stifling innovation and causing toxic environments for anyone with ambition. A sure-fire way to lose talent and market share to more progressive, open minded competitors.
This little list of five is far from exhaustive and while serious they are all easy to manage out of your business. Taking the time to properly address them with preventative measures and training will save you £thousands every year and ensure your business if protected from legal action and negative PR.
Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new, permanent or contract. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone Worth Recruiting.