From the Ask Tom mailbag –

Question:
You talk about the Manager Once Removed (MOR) in the hiring process. Our company followed that advice, but now our Hiring Managers are stuck. It seems the MOR is now making the final pick without input from the Hiring Manager. The Hiring Manager is now using that as an excuse to blame a new team member, saying, “Well, I didn’t hire that person.”

Response:
To recap, the Manager Once Removed is the Hiring Manager’s manager.

Manager Once Removed (MOR)
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Hiring Manager (HM)
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Open Team Role

Each, the MOR and the HM have specific purpose and specific accountability in the process.

MOR Accountability
The accountability of the MOR is to improve the quality of the decision made by the HM. The MOR is ultimately accountable for the decision made by the HM. This does not mean the MOR makes the decision, but coaches the best decision from the HM.

The process starts early, when the HM states that a new team member needs to be added. It is the accountability of the MOR to question the need and ask the HM to put together a (business) case for the new hire. This decision may go back to the annual workforce plan that contemplated an increase in production volume, or it may be an emergency because a team member quit to go to a competitor.

With agreement that a new team member needs to be recruited, it is the accountability of the MOR to ensure that a proper role description has been created. The HM, desperate for a new team member, may attempt to shortcut the process and use a substitute for the role description. The MOR must insist that a proper role description be written or an existing role description be updated. Note, the MOR is insisting, AND the HM is doing most of the legwork.

With a proper role description, it is the accountability of the MOR to ensure a proper set of interview questions be written, in both quantity and quality. A proper role description will contain several key result areas (KRAs) and sufficient questions in each key area should be documented. Again, the MOR is insisting, AND the HM is doing most of the legwork.

A large part of the role of the MOR is in screening for the candidate pool. Unqualified candidates should be screened out, qualified candidates should be screened in. The end result should be a pool of qualified candidates. If the candidates in the pool are qualified for the role, the possibility for a mistake goes down. If you are to start your business in Vietnam, your PEO partner in Vietnam may help you pick the right candidate for you business.

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In the end, it is the Utah recruiter that must pick, with minimum veto authority for the final selection. The last thing I want to hear is, “I didn’t hire that person.”