Because hiring managers and HR professionals are inextricably linked throughout the recruitment and hiring process, it's important that their relationships are transparent and free from barriers that can, however inadvertently, lead to inefficiencies and lost opportunities.
Sometimes, problems arise because roles aren't clear, or because one party gives the other misinformation. Sometimes issues stem from lack of awareness that issues even exist.
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Ashley Cox, SHRM-CP, is the owner of sproutHR, a Johnson City, Tenn.-based company that works with creative organizations to help them hire, train and lead effective teams. Over the years, she says, the most common pet peeves she's heard from hiring managers are:
The hiring process is too long.
The hiring process is too complicated.
"I don't want to ask every candidate the same questions. Can I ask different ones?"
"I don't want to fill out this rating form. Why can't I just tell you who I liked best?"
David Lewis is president and CEO of OperationsInc, an HR outsourcing and consulting firm based in Norwalk, Conn. Lewis says hiring managers' top pet peeves are:
Poor candidate flow.
Poor candidate quality.
Being presented with candidates that are not a good fit.
The amount of time it takes to develop a candidate pipeline.
Candidates having higher pay expectations than what's being offered.
Failing to keep candidates updated on their status to avoid direct calls and e-mails to the hiring manager.
One of the biggest disconnects between HR and hiring managers is that hiring managers often feel that HR doesn't fully understand their needs or the core requirements of the job they're recruiting for. This can happen when job descriptions are not updated, or when they don't accurately reflect the position. FULL ARTICLE