Human Capital Management
panned out. From here, candidates
submit information back to HR and
the selection team which passes qualified candidates to the hiring manager.
By organizing all the information
that is relative to an open position
before collecting resumes, your team
achieves an overall understanding of
the position/opportunity. Team members are well organized and prepared
to act in unison. Then, when resumes
start coming, they are from the most
qualified candidates and can be better assessed by the team as a whole.
2. Pick the Right Hiring Team.
Deciding who exactly should be on
your selection team can be tough. The
people you choose should be qualified
to help you make a good selection and
capable of making a good impression
on the top caliber talent you’re going
to be interviewing.
Members of the selection team may
include the hiring manager, the
human resources manager, the hiring
manager’s direct supervisor and most
trusted peers, a top level leadership
executive and a top level human resources executive. You should even
include the most valued peers who
will work closely with the new hire
and the most valued em- ployees
reporting to the new hire.
Bear in mind that not all members
will be part of each step of the interview process. In fact, they may only
play a role in one stage of the process.
For example, the CEO does not need
to participate in the “getting to know
you” stage of a round one interview.
Likewise, peer interviewers do not
need to be included in the final round
since they will have already met and
interviewed the candidate. The key is
to find the right balance between
including the right people and as
many as are realistically possible.
3. Align Expectations to Prepare
the Team. It can be challenging to get
very busy HR people and hiring managers to stop what they typically do to
launch a search, and rewire them to
align the hiring team before the
In his new book, The Right Staff, Pat
Ropella writes on best practices for SMART
(Sourcing, Marketing, Assessing, Recruiting
& Retention, Training & Transformation) talent management. It includes a forward by
The Wall Street Journal bestselling author
Quint Studer. The Right Staff is published by
Fire Starter Publishing. To get your copy go
search process actually starts. Once
they understand the benefits from
investing about 30 minutes to get into
alignment, rarely do they complain or
skip this process.
Begin preparing the team by sharing an “Aligning Expectations” document, which typically includes items
for the team to discuss and agree
upon. It is simply an outline that
improves communication and keeps
everyone on task during (ideally) a
face-to-face meeting or (at least) a
telephone conference call.
Here are a few examples of the discussion items that can be included:
1. How will the hiring team represent the organization, culture, hiring
manager, and the roles and responsibilities of the position?
2. Discuss the timeliness of updates
and follow-up. Will the updates be
weekly, bi-weekly, etc.?
3. Discuss timeframe for the selection of the candidate. When will the
first slate of candidates be delivered?
This meeting ensures that everyone
is prepared to work as an aligned
team during the entire selection
process. Each member gains clarity on
his own personal role, the roles of each
of the fellow selection team members,
and the role of the team as a whole. A
basic agenda for an expectations meeting includes:
1. Review the aligning expecta-tions
document— 10 minutes.
2. Question and answer time— 15
3. Agree on expectations and set
timelines for moving forward— 5 minutes.
4. Gather Pertinent Information. The first step to gathering information is a thorough evaluation of the
position description to determine what
needs more detail, more explanation,
and what information is completely
missing. Follow this by answering
basic questions from a Search Prep
Questionnaire (Ropella’s typically has
more than 60 questions) on a range of
subjects which can help you understand everything needed to successfully fill the position.
Remember that completing the
information gathering process should
be collaborative. It’s important to
include any influencer that is going to
participate in the interviews and
You’ll be surprised at how many different answers you’ll get from the
same question when you allow everyone on the selection team to voice an
opinion. And therein lies the greatest
advantage of conducting this process:
by going through the information
gathering process you’re getting all of
those surprises on the table up front.
It’s important to resolve surprises,
challenges, and disagreements before
looking at a single resume and especially before you are face-to-face with
candidates performing interviews.
These are key elements in hardwiring
an effective and efficient hiring