We recently completed a survey across LinkedIn focusing on “Do You Feel Human Resources or Hiring Managers Should Make the Initial Decision on Which Candidates Should Be Interviewed?

From 1000+ survey respondents, 49% said they should both be involved.
Thirty-seven Percent (37%) said The Hiring Manager Should make the decision
Only 14% said Human Resources and Talent Acquisition should make the initial decision

I have been working in my field for 4 decades on the applicant side, the hiring manager side, and on the side of the global recruiter. Half of this experience was before the internet and as I have watched the evolution of hiring and job seeking, I strongly feel that the hiring and talent acquisition functions and processes of many companies are broken.

Fundamentally, it starts with the first step… The Wrong People Are Initially Reviewing Resumes of Job Applicants. HR and TA SHOULD NOT be the ones that are deciding which candidates to interview. When HR & TA make the decision, so many applicants are being immediately dismissed because the reviewer doesn’t have the background and/or education to make an accurate assessment of a candidate’s experience. It should be the Hiring Manager that will make the decision whether to interview candidates or not.

Hiring Managers possess a deeper understanding of the specific role they are hiring for. They are familiar with the technical skills, qualifications, and experience necessary for success in that position. When hiring managers review resumes, they can quickly identify relevant experience, certifications, and industry-specific knowledge. This ensures that applicants who meet the job requirements are given due consideration. Most HR professionals, on the other hand, lack the specialized knowledge needed to assess technical competencies accurately. Hiring managers are also directly involved in shaping the team and achieving organizational objectives. They understand the team dynamics, culture, and long-term goals.

Hiring Managers can swiftly evaluate resumes, identify promising candidates, and initiate interviews promptly. Their direct involvement streamlines the hiring process. On the other hand, HR professionals typically lack the specialized technical knowledge required for assessing specific job roles. They may not fully understand the nuances of different industries, certifications, or technical skills. When HR reviews resumes, there’s a risk of overlooking critical qualifications or misinterpreting technical jargon. This can lead to qualified candidates being inadvertently excluded or unqualified candidates advancing in the process.

Conclusion

In conclusion, the survey results indicate a strong preference for involving both Human Resources and Hiring Managers in the initial decision-making process for candidate interviews, with 49% of respondents supporting this collaborative approach. However, a significant portion, 37%, believes that the Hiring Manager should solely make the decision, highlighting the importance of their specialized knowledge and understanding of the specific role. Only 14% of respondents feel that Human Resources and Talent Acquisition should be responsible for the initial screening.

Given my extensive experience in the field, spanning four decades and encompassing various perspectives, I have observed the evolution of hiring practices and strongly believe that the current processes in many companies are flawed. The initial review of resumes by HR and TA often leads to the dismissal of qualified candidates due to a lack of technical expertise. Hiring Managers, with their deeper understanding of the role, team dynamics, and organizational goals, are better equipped to assess candidates accurately and efficiently.

Ultimately, the involvement of Hiring Managers in the initial decision-making process ensures that candidates with the right qualifications and experience are given due consideration, streamlining the hiring process and contributing to the success of the organization. Therefore, it is crucial to reevaluate and potentially restructure the hiring and talent acquisition functions to address these issues and improve overall effectiveness.

Job Search Coaching for Executives

Global Expansion, Inc. (d.b.a. Job Search Coaching) is a Premier Success Fee-Based Job Search and Global Job Search Company helping Executive Level Job Seekers All Around The World find their next job. We have over 7 years of experience helping executive level professionals secure high-paying roles across the globe. We are not recruiters, we are your personal job search strategists.

Unlike traditional recruiting firms, we don’t work for companies. Our clients are individual job seekers, executives like you who are ready to take the next step in their careers. We specialize in Success Fee-Based Job Search Coaching that accelerates your job search and maximizes your results. See Our Full List of Job Search Clients. Need help - Check Out Our Job Search FAQs