Julia hesitated before she asked the obvious question. “So, you think I should become involved earlier in the hiring process?”

“Probably,” I replied. “Step me through your process?”

“It’s pretty straight-forward,” Julia replied. “I’m the division manager, so I am the last to see the candidates. It starts with a listing on the internet, resumes sent to the receptionist. The receptionist follows some basic criteria to sort the resumes into two piles, in and out. Two supervisors, then, pick through the in pile. They make a few phone calls and get some candidates to the office for interviews. If they like them, they kick the candidate upstairs for another round of interviews with the department managers. Those who pass muster finally get to me.”

Julia’s description was predictable, “But, I can’t believe these candidates make it this far in the process. They are awful, totally unqualified, but the managers say, that’s the best out there. It’s really difficult to find good people these days.”

“Julia, did you ever consider your process might be upside down. The front end is handled by the wrong people moving candidates up the food chain. Yes, I want you to get involved earlier in the process. The first decisions about candidates are being made by someone who answers the phone, who has only worked here for three weeks. Don’t you think you can spot the best resumes quicker? There is no higher calling for you than to recruit and build a strong team. If a manager did nothing else, that would be enough.”