The process of recruiting the right HR manager

The role of a human resources (HR) manager is central to the success of any business. This makes finding the right professional for the job a vital task.

After all, the successful candidate has to not only have expertise in the HR field, they also require knowledge of the relevant industry and the ability to fit well with the culture of the business.

Making the right hiring decision takes time and effort. This may seem like an onerous task but it’s worthwhile making the investment because making the wrong choice can be costly when you factor in the expense of advertising, interviewing, onboarding, and training. The right HR professional is also able to improve the business in terms of aspects such as employee performance and diversity.

Attracting the right people for the role

Businesses are not able to recruit the ideal HR manager for their needs if they cannot attract the right people to apply. One of the most important factors that contribute to attracting high calibre candidates is the development of a succinct and attractive job description. Doing this involves:

• Considering the characteristics that contribute to making a top HR manager.
• Highlighting the most important characteristics for the specific vacancy.
• Listing the roles and responsibilities that will apply to the HR manager role in the business.
• Keeping the description focussed so that the number of unsuitable applications is reduced.
• Explaining the benefits of working for the organisation.

Getting this part of the recruitment right helps to ensure that the right type of candidate applies to be considered.

Crafting interview questions and removing bias

The interview process gives the business and the candidate the opportunity to determine whether they are suited to each other. Making the interview engaging and interesting makes it more likely that candidates will be attracted to working in the business and therefore gives a business a greater chance of any offer being accepted.

To keep the interview from becoming dry and monotonous it makes sense to be creative with questioning while testing vital attributes such as HR experience and knowledge, intelligence, and the ability to provide creative solutions. It’s also a good idea to talk about aspects of HR such as performance management and diversity, to check that the candidate’s opinions are in line with those of the business. Of course, it’s fine to take new ideas on board, but the individual still needs to be able to integrate into the business and work well with the management team.

During this part of the recruitment process, it’s possible for unintentional bias to raise its head. For this reason, it makes sense to include cognitive or behavioural assessment as part of the process.

The importance of onboarding

Deciding on the right candidate, and making an offer, is not the end of the story. Businesses need to ensure that their newly recruited HR manager is onboarded in the right way. For example, required training and information should be available from the start of their journey and they should be given the freedom and support that they need to be successful in the role and take the business forward as a result.

Following this process helps a business to secure the talented and knowledgeable HR manager that they need to help them develop their HR policies and engage their employees.

If you are an HR professional looking for a new role, register with us. If are looking to hire an HR professional, get in touch.