The hiring manager is the employee, usually a manager or supervisor, who requested a new position to be filled. Or, the hiring manager is the person who asks for an employee to fill an open job. Whatever their daily duties, they are a key member of an employee recruitment team. They are responsible for managing the job and department into which a new employee is integrated.
As such, they are responsible for assigning a mentor, the new employee welcome and onboarding, the integration of the employee with the rest of the department's staff, the ongoing overall direction of the new employee's job and objectives, and all other responsibilities that come with a manager's role.
How Hiring Managers Begin Their Process
Starting with the recruiting planning meeting, the hiring manager participates in every aspect of employee recruitment. They review incoming resumes and applications and conduct a phone interview to determine whether the applicants are qualified enough to merit the employee time invested in an onsite interview.
The hiring manager participates in both the first and second interviews. If the potential employee is at your company location for more than these two meetings, the hiring manager greets the candidate on each visit. The hiring manager also attends any lunch meetings that are an effort to interact with potential job candidates in a more informal, comfortable setting.
Participating this fully in the process each time the potential employee interviews helps the manager begin to build a relationship with the candidate. This is the first step in long-term employee retention, which starts before an employee even begins her new job.
During this entire recruitment time period, the hiring manager is assisted at each step of the process by the Human Resources staff. They screen the initial applications, give the shortlist to the hiring manager, and assist with the selection of the interview team.
Tasks Prior to Making a Job Offer
The hiring manager also works with the Human Resources staff to determine the appropriate compensation for the position, normally makes the job offer, and negotiates the details and timeline of the new employee accepting and starting the job. They are also responsible for building and maintaining a relationship with the new employee from the time the employee accepts the organization's job offer until they show up at work to start their new job.
As demonstrated, HR is available to assist the manager at each step of the recruiting and hiring process, but the manager is the key person who must own the process. He or she has the most to gain or lose after their department's investment in onboarding, training, relationship-building, and ultimately job success—or failure for the new employee. The hiring manager has a serious responsibility to their organization.
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Making the Hiring Decision
The hiring manager plays a critical role in deciding on whom to hire as a new employee. While the details of this job role may vary from company to company, the hiring manager is always important in the hiring decision. In most organizations, they may not be the only decision-maker, but they do have veto power since the new employee will commonly report to them.
In the team approach to hiring, which is strongly recommended as a strategy, the hiring manager sets up a debriefing session to receive feedback from the employees who interviewed the potential employees. Then, a much smaller team of employees that include the hiring manager and an HR staff member will make the hiring decision and prepare the job offer.
In summary, the hiring manager determines the new employee's start date and is responsible for planning the new employee's orientation and onboarding. They also make the final decision about the new employee's mentor and the employee's job description, then sending the new employee a welcome letter and making the new employee announcement.