From the Ask Tom mailbag –

Question:
The MOR is a tough idea to implement, since the MOR is so busy and would like to delegate all of this important and time consuming role. Plus, in our company, those in MOR positions would say they want to completely empower the hiring manager to choose his/her own people. I mean, I agree that the MOR is responsible for this hire. But, they are awfully busy. What is the specific role in the hiring process for the MOR.

Response:
Of course the Manager-Once-Removed is going to push back. “It’s not my hire. I have more important adult things to do. I have management issues. I have motivation issues. Besides, I need to empower the hiring manager. I am an effective delegator and I choose to delegate the hiring process to the hiring manager. Good luck.”

And, what we end up with is a short-cut process, with a selection decision made in desperation, by someone who is barely qualified to recognize what is really required in the role.

My response to the MOR is, what more important thing do you have to do than to build the infrastructure of your team? In fact, the reason you are so busy with your management issues and motivation issues is because you did a poor job of this in the first place.

Delegating the process to the hiring manager may sound noble, but delegated tasks must pass the time-span test. Only those tasks within the time-span capability of the team member may be delegated. There are some tasks that must be self-performed because they are more appropriately within the time-span capability of the MOR.

Specifically, what is the MOR accountable for, what is the contracted output? The MOR is accountable for creating a quality system, with carefully constructed elements that yield a sound selection from the candidate pool by the hiring manager. The MOR is accountable for the output (the selection decision) made by the hiring manager.

• Determine if the open role is a necessary role.
• Identify the core work (decisions to be made, problems to be solved) in the open role.
• Ensure that a role description is properly written, with tasks organized into Key Result Areas (KRAs).
• Assemble an interview team and create team assignments for each member in the interview process.
• Review with the team, the critical role requirements.
• Ensure that a bank of written interview questions are created, approximately ten questions per KRA.
• Ensure the hiring team practices asking questions and listening for responses related to the critical role requirements. This involves role play and practice. Most hiring teams don’t practice enough to get good at the interview.
• Coach the hiring manager through the selection process. The hiring manager must understand the role requirements, create and ask effective questions.
• Coach the hiring manager in the final decision, using a decision matrix to effectively compare candidates.

The MOR is the quarterback of this process. The MOR does not have to personally do all the leg work, all the writing or all the analysis, but the MOR is accountable to make sure that all that happens, no shortcuts.

Do this job well and life, as a manager, is wonderful. Do this job poorly and life, as a manager, is miserable and for a very long time.
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Pre-registration for our online program Hiring Talent continues through Friday. Orientation kicks off on Monday, April 18, 2016. Here is the link for pre-registration – Hiring Talent.