The document outlines 4 steps for HR and recruiting to streamline the hiring process: 1) Build a healthy working relationship through open dialogue and understanding each other's perspectives, 2) Decide and divvy up roles and responsibilities to clarify who does what, 3) Develop strategies for finding talent, and 4) Collaborate by keeping each other accountable, leveraging knowledge, adjusting processes, and being patient. Taking these steps can help HR and recruiting coexist better and find quality candidates through a streamlined process.

1. Presented By:
Steve Lowisz
Who is Responsible for
Quality of Hire?
4 Steps for HR & Recruiting
to Streamline the Hiring Process
Author, Educator,
International Speaker

3. In this Presentation…
4 Steps to Streamline the Recruiting & HR Relationship
1 Build
2
Develop3
4 Collaborate
Decide &
Divvy

4. First we must understand WHY there is a disconnect.

5. Difficulties in the HR/Recruiting Relationship

6. Difficulties in the HR/Recruiting Relationship
Unclear Life Cycle
• Who does what?
• Who owns the client (hiring manager) relationship?
• Recruiting focus – belief anything
that impedes the process is
bad! (HR policies and practices)
• Natural competition –
who is creating the most value?

7. Difficulties in the HR/Recruiting Relationship
Job Functions
• Very different perspectives & job functions
HR
Commonly responsible for organizational
development & change, employee relations,
compensation & benefits, conflict resolution
o Focused on avoiding disaster

8. Job Functions
• Very different perspectives & job functions
Recruiting
Responsible for bringing in new talent
through sourcing, development,
assessment
o Success is adding new employees to the
company
Difficulties in the HR/Recruiting Relationship

9. Difficulties in the HR/Recruiting Relationship
Strengthening the HR & Recruiting Relationship
• Establishing trust
• Building a relationship
• No more finger pointing!
• Working as a team
• Coming up with a plan
• Clearly defined roles

11. Build
Develop a Healthy Working Relationship
• Meet and engage in dialogue
prior to the project to
build foundation
o Establishes & builds trust
• Both parties must realize:
Mutual survival depends on
success of the process!

12. Build
Develop a Healthy Working Relationship
• Make a deposit in each other’s
emotional bank account
• Spend time in each other’s
shoes to get an appreciation of
value each can bring to the
process

14. Decide & Divvy
Who Does What?
• Once you have established working relationship, decide who
will take on what steps in hiring process
• Clarifies everyone’s role so each
person can take ownership
• Avoids confusion and frustration

15. Decide & Divvy
Who Does What?
Make a list of items that need divvying. For example, who will...
 Do a pre-screening?
 Discuss salary?
 Make the offer?
 Present candidates to the Hiring Manager?

17. Develop
Decide which strategies will work best to find talent
• Are you using an external research
team to find viable candidates?
• Searching job boards and social media
or databases?
• Decide on your sourcing strategy
so candidates aren’t appearing
out of thin air

18. Develop
• Understand what the organization is looking for
• Must Haves vs. Like to Haves to discuss with Hiring Manager
• Ensure both parties understand
how to evaluate skills, attitude,
competency and culture
(DNA) of candidate – not just
what’s on paper!
Decide which strategies will work best to find talent

20. Collaborate
Adjust the Hiring Process
• Keep Recruiter and HR accountable
for who they’re finding,
what they’re finding, how they’re
finding them, and potential issues
with candidates
• Make sure process doesn’t become lopsided
• Smooth the handoff process with the hiring manager

21. Collaborate
Leverage Each Other’s Knowledge Base
Questions Recruiters should ask HR about the open role:
 Are there internal equity issues to consider?
 Are there compensation/budget restrictions that
could affect the type of ideal candidate?
 Who are the top performers and bottom performers
on the team and what separates them in the mind of
the manager?

22. Collaborate
Be Patient!
• HR often wants the ‘perfect candidate’ and NOW
• Recruiters get impatient waiting on HR to move process
along
• Remember that finding a quality candidate might
take more time, but is worth it! (Can cost up to a
1/3 of a new hire’s salary to replace them)

23. Track the Results
Metrics to Measure Success of Recruiting & HR Collaboration
• Hiring Manager Satisfaction
• Candidate Satisfaction (surveys)
• Retention of New Hires
• Performance of New Hires

24. Track the Results
• Recruiters & HR have different roles in
hiring process but want the same thing:
Find and retain quality candidates
• Failure to address potential issues can harm
reputation of organization, quality of candidate, and relationship with
hiring manager
• Once we understand who is supposed to do what, we can coexist and
streamline entire hiring process
Remember…

25. Presented By:
Steve Lowisz
Who is Responsible for
Quality of Hire?
4 Steps for HR & Recruiting
to Streamline the Hiring Process
Author, Educator,
International Speaker