Why being a GREAT leader doesn’t guarantee great hiring….
Your best managers may not excel at recruiting - in fact, some may actually struggle with hiring.
In high-achieving organizations, you quickly realize that manager level employees are crucial! They’re often the GLUE that keeps teams productive and feeling supported. So, what’s the dis-connect?
Here’s some explanation:
Different Skill Sets: Running a department involves managing projects, leading teams, and ensuring everything runs smoothly. It’s about strategy, efficiency, and execution. Hiring, on the other hand, requires a different skill set focused on evaluating candidates, understanding cultural fit, and predicting future performance. These are distinct skill sets - that don’t necessarily overlap.
Pressure and Time Constraints: Managers often juggle multiple responsibilities. When hiring, they may rush through the process due to time constraints, leading to less thorough evaluations. This rush can result in overlooking red flags or not fully assessing a candidate’s fit for the role.
Focus on Immediate Needs: Managers can focus too heavily on filling a position quickly to address immediate needs, rather than taking the time to find the right long-term fit. This can lead to hiring someone who meets short-term requirements but isn’t the best choice for the future.
Interviewing Techniques: Great managers are often skilled at managing people but might not be trained in advanced interviewing techniques. They might rely on gut feelings rather than structured assessments, which can result in inconsistent and less reliable hiring decisions. Interviewing and building a dynamic conversation that focuses on both assessment and making the candidate feel comfortable - is a precise skill.
Bias and Assumptions: We all have biases, and hiring managers are no exception. It’s easy to fall into the trap of hiring someone who seems similar to yourself or your ideal team member. This can lead to a lack of diversity and missed opportunities to bring in fresh perspectives.
Tips to help close the skill gap:
Pursue targeted training opportunities.
Foster a genuine collaboration with your Talent Acquisition teams for expert guidance.
Introduce structured tools to support their success.
Offer regular feedback on their hiring strategies.
Think about it: In an organization that excels at internal mobility, how many of those manager roles were filled by individuals who were promoted from within? Along with their promotion, it’s crucial that they receive comprehensive training on ALL aspects of leadership - including hiring.
Don’t promote people and leave them in the ocean without a lifeboat!
Investing in your managers = investing in your organization's success. Bonus points for the impact on your employer brand and candidate experience.
Let’s get at it!
