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My biggest recommendation is that those working directly with the new hire, peers, direct reports, subordinates, counterparts, have a vote or veto power. HR an
by grrdotcloud 4y ago
My biggest recommendation is that those working directly with the new hire, peers, direct reports, subordinates, counterparts, have a vote or veto power.
HR and recruiting relationships are sparse at best.
- toomuchtodo 4y agoHave to also have a challenge process. I built an infosec talent pipeline for a fintech; stakeholders get a veto but the hiring mgr can go back to the veto voter and ask them to dive deeper (and possibly perform an additional candidate call) to confirm the veto. >1 veto = no hire. It’s working well, and has avoided at least two false negatives since implementation within the last six months.
- kortilla 4y agoHave the “1 veto but hire anyway” cases gone poorly?
- criteriums 4y agoA scenario in which I can imagine this backfiring is if the new hire and the vetoer end up working together. With an open mind that could be overcome, as in getting positively surprised, but let's be honest, how many people do you know who really have such an open mind?
- toomuchtodo 4y agoNo, both going great, which means (it appears) I’m balancing the org’s health and need to succeed with giving candidates an opportunity they might not otherwise have had. The purpose of the system is what it does. If desired state is not emerging, we must adjust and observe accordingly.