From the Ask Tom mailbag –
I was in your workshop and I was intrigued with the concept of the Manager-Once-Removed in the hiring process. Indeed, we have been disappointed in the last several hires from our Hiring Managers. Now I understand why.
You were leaving your Hiring Managers to twist in the wind without so much as a word of encouragement. The single biggest change I recommend in the hiring process is to design and implement the role of the Manager-Once-Removed.
The Manager-Once-Removed is the Hiring Manager’s manager. All managers are accountable for the work output of their team, so the Manager-Once-Removed is accountable for the work output of the Hiring Manager. This means, I hold the MOR accountable for the quality of the decision made by the Hiring Manager. This accountability changes everything.
Most MORs sit on the sideline and watch the Hiring Manager make mistake after mistake. What is the sense of urgency on the part of the Hiring Manager to select someone from the candidate pool? When does the Hiring Manager want to hire someone? Try yesterday. The Hiring Manager is missing someone on the team and needs that role filled ASAP, even at the expense of shortcuts in the process.
The MOR, however, is not missing a team member and has better perspective on what is required for success two layers below. AND, most importantly, the MOR is accountable for the quality of the selection decision. The MOR is less likely to take shortcuts, is more likely to insist on a carefully crafted role description, in short, makes a much better quarterback for the process.
Orientation for our online program, Hiring Talent, opens next Monday. Register at this link – Hiring Talent.