Most hiring managers and leaders in tech don’t believe they should be involved in the hiring process at all.
IT leaders really need to start taking control of their hiring processes. At the end of the day, your employees make you successful.
As CEO of a leading IT niche specialty firm, I’ve realized how important it is to take ownership of the hiring process from the very beginning.
The 5 Reasons Why You Should Be Involved in the Hiring Process
- The sooner you resolve the problem, the faster you can get ahead.
- Your team correlates to your success.
- Great candidates can slide through the cracks.
- HR or traditional recruiters might not know enough about your company’s internal needs.
- Team building is an investment for company success.
The sooner you resolve the problem, the faster you can get ahead
You’ll run into problems when the hiring process is handed over to non-technical recruiters and they don’t have what it takes to hire top tech talent.
Problems will arise, even if the recruiter is unprepared and has no pipeline of candidates.
As your company continues to grow, the hiring process will continue to get more complicated.
But it doesn’t need to be that way.
You need to think about how you can simplify the hiring process and give hiring managers complete control over vendors.
There’s no problem with having specific terms that the company adheres to. But, I think it’s really important that these people are in control of the hiring process. In the end, the future of the company is at stake.
IT leaders usually bring in HR to conduct the initial interviews.
As an IT leader, you can’t just be hands-off and expect your department to thrive.
You can’t hand off the selection and pre-qualification processes to someone who doesn’t know your specific needs.
Your team correlates to your success
It’s important to invest in your team and focus on key players involved in hiring decisions. Not everyone needs to be a part of the process.
In the end, your team plays a key role in your success.
Sometimes, when you hand off the job to HR or a non-technical vendor, this individual will essentially represent your team or be someone at the “front door” for all communication with talent.
This person will talk about your team, but they might not be as informed about the technical nuances of the job.
Even though they’re on your team, they’re not exactly on your internal team.
Certain things might not be communicated to them, or they might miss out on important information about the job.
They might not have a full understanding of what has been going on in your department. This is how candidates that are qualified might be overlooked or passed on due to hiring inefficiencies.
Great candidates can slide through the cracks during the hiring process
Most HR or internal recruiters don’t specialize in certain technologies to know the nitty-gritty details of the role you’re looking for.
While they are great at what they do, they are not specialized. Technical recruiters, on the other hand, know what’s best for your company.
HR or internal recruiters will often go off on what you tell them about the role. And at some point, communication is bound to get lost or misconstrued during the lengthy hiring and sourcing process.
Essentially, you’re having someone outside of your internal team judge future hires and make all the important decisions that you should be in the room for.
They might be judging candidates based on a technical role or skill set they don’t have specific expertise or a full understanding of.
HR or traditional recruiters might not know enough about your company’s internal needs
Usually, HR or traditional recruiters are the first to have an initial conversation with talent.
The problem is, HR and traditional recruiters might not know enough about your company’s specific niche needs.
They might not know enough about the role, yet they are tasked with representing your company.
I really think hiring managers need to take more ownership of this communication gap.
They need to look at all the resumes and decide who they want to interview, instead of leaving it to someone who’s unqualified.
Team building is an investment for company success
This is your team and your company’s future. If you want it to be successful, you need to take ownership and be involved in the hiring process.
Hiring and building a team isn’t something that you should take lightly or just pass on to someone else.
You need to make sure that your hiring process will skyrocket your R.O.I.
Realize that if you pass the hiring job to someone else, it may actually backfire. It could also affect your company’s productivity and long-term success.