From the Ask Tom mailbag:

Question:
Can you clarify the role of the Manager Once Removed (MOR) in the hiring process. You describe that the MOR creates the candidate pool, the slate for the Hiring Manager to select from. Sounds a little dictatorial.

Response:
It may sound that way, but in practical terms, it is high touch with rich discussion.

First, there should be initial agreement that an open role actually exists. The Hiring Manager and the MOR should be in tight communication about the necessity of that role, its budget impact, its operational impact on team productivity and capacity. If there is agreement, they move to the next step.

Any open position is an opportunity to re-think that role. What is the work in that role, what will be the task assignments (what, by when)? Based on the task assignments, what is the Time Span capability required in the role? What skills are required?

Both the Hiring Manager and the MOR create the role description, establishing decision criteria and interview questions. Again, these are high touch discussions, both have a vested interest in a positive hire.

Yes, the MOR will drive this process. This may include resume screens and phone screens to make sure the talent pool contains qualified candidates and that unqualified candidates don’t make it to the Final Four.

The biggest mistake most companies make in the hiring process, is underestimating the Time Span required for success in the role. The participation of the MOR is to make sure we don’t make that mistake.