Typically, the hiring decision is made by the person the position reports to. They’ll have a salary cap to adhere to, which is certainly too low, which means the employee who is willing to take the position is likely underqualified or incompetent. It may also be in the hiring manager’s interest to fill the position with someone less competent for a variety of reasons. You don’t want the candidate to be good enough to have the opportunity to job hop right out in nine months. You don’t want the candidate to be someone who would challenge your decisions and put your own job in jeopardy. Maybe you just need a warm body in a role immediately, fully intending to fire them when you find the “right” candidate, and then just never do that.
Let’s not absolve HR from their hand in this process. They’re the ones that setup ATSs based on keywords they don’t understand, and they’re the ones that do initial contact and interviews, in general anyway.
I’ve worked at quite a few organizations at this point in my life, and only rarely did a hiring manager get more say than a choice among the pre-selected pool that HR provided. When that wasn’t the case for me, it was because the company or organization was too small to have a full team handling HR stuff. Once it was the company’s accountant (sweet lady though).
You’re not wrong, but HR doesn’t really add much to this process when the people with the experience and understanding to choose better employees don’t get to participate until a second round.
Typically, the hiring decision is made by the person the position reports to.
Not everywhere. In many cases HR will get a checklist and then they will legit ignore good candidates while trying to adhere to that. Usually happens in technical positions.
Typically, the hiring decision is made by the person the position reports to. They’ll have a salary cap to adhere to, which is certainly too low, which means the employee who is willing to take the position is likely underqualified or incompetent. It may also be in the hiring manager’s interest to fill the position with someone less competent for a variety of reasons. You don’t want the candidate to be good enough to have the opportunity to job hop right out in nine months. You don’t want the candidate to be someone who would challenge your decisions and put your own job in jeopardy. Maybe you just need a warm body in a role immediately, fully intending to fire them when you find the “right” candidate, and then just never do that.
HR just does the paperwork.
Let’s not absolve HR from their hand in this process. They’re the ones that setup ATSs based on keywords they don’t understand, and they’re the ones that do initial contact and interviews, in general anyway.
I’ve worked at quite a few organizations at this point in my life, and only rarely did a hiring manager get more say than a choice among the pre-selected pool that HR provided. When that wasn’t the case for me, it was because the company or organization was too small to have a full team handling HR stuff. Once it was the company’s accountant (sweet lady though).
You’re not wrong, but HR doesn’t really add much to this process when the people with the experience and understanding to choose better employees don’t get to participate until a second round.
It’s incompetent assholes all the way down…
Not everywhere. In many cases HR will get a checklist and then they will legit ignore good candidates while trying to adhere to that. Usually happens in technical positions.