Sie sind zwischen Personalverantwortlichen und der Personalabteilung gefangen, wenn es um spezielle Rollenkriterien geht. Wie finden Sie Gemeinsamkeiten?

The key to resolving any issue in a situation is clear and open communication. Understanding the organization's objectives and adopting a balanced approach that satisfies the role's needs is essential.

The strategic objectives of the business need to be the guiding light here. Align the skills, and experience of the candidate to the specifics of the role, dynamic of the team and strategic needs of the business in order to make a compelling recruitment argument for the appropriate candidate, that neither party can object to.

To bridge the gap between hiring managers and HR on specialized role criteria, I'd focus on aligning both parties around the company's strategic goals. -- Facilitate open communication to understand each ones' priorities and constraints. Develop a clear, data-driven competency framework that incorporates both technical skills and cultural fit, ensuring the criteria are specific, measurable, and aligned with business needs. Regularly review and adjust the framework based on feedback and evolving requirements.

The most common mistake that HR departments make is writing job adverts and requirements as if they are specifically designed for pre-identified individual(s), thus restricting line departments when they want to recruit. The fault is not only with HR but managers also, who usually do not make 'soft' issues like personnel and other legal compliance a priority. Tensions can be avoided when HR and line managers work together on all staff matters and do not wait for a crisis or conflict. Therefore, pro-active management and engagement are a solution to bridge misunderstandings.

Navigating the dynamics between hiring managers and HR requires a balanced approach. Identify common ground and areas of overlap between technical requirements and cultural fit. Help hiring managers and HR recognize where compromise or adjustments might be necessary.

The resolution to any workplace conflict is creating a transparent communication channel that involves giving fair chance to both parties to represent. They key is to remember that all parties involved have one end goal, which is achieving organization’s mission - to enhance revenue/profitability/purpose of the entity. As long as that end goal is clear and established, any conflict can be resolved.

Als People and Culture Managerin glaube ich fest daran, dass offener Dialog der Schlüssel ist, um Unterschiede in Rollenkriterien zu lösen. Organisiert regelmäßige Meetings, in denen Personalverantwortliche und HR ihre Perspektiven teilen. Ermutigt sie, ihre Gründe für bestimmte Anforderungen zu erläutern und stellt sicher, dass jede Stimme gehört wird. Diese offene Kommunikation schafft Verständnis und Respekt, beleuchtet unverzichtbare Fähigkeiten und fördert eine harmonische Zusammenarbeit. Gemeinsam können wir so die besten Talente gewinnen und binden. 🚀

Maintaining open dialogue is essential for reconciling differences between hiring managers and HR on specialized role criteria. Encourage regular and transparent communication through joint meetings, where both parties can express their viewpoints and expectations. Establish a platform for continuous feedback and discussion, ensuring that all concerns and suggestions are heard and considered.

Open dialogue is essential for resolving conflicts between hiring managers and HR. Facilitate regular meetings where both parties can express their concerns, expectations, and priorities. Encourage a culture of transparency and active listening, ensuring that each side feels heard and respected. Use your emotional intelligence to mediate the discussions, addressing any misunderstandings or misconceptions. By fostering open communication, you create an environment where hiring managers and HR can collaboratively develop a balanced and mutually agreeable approach to specialized role criteria.

Uma coisa que acho útil é a transparência no ambiente de trabalho. O diálogo aberto entre colaboradores e liderança é essencial para um relacionamento interpessoal, trás transparência e confiança entre empregado e empregador, um ambiente saudável.

Implementing a compromise strategy is key to harmonizing the differing perspectives of hiring managers and HR on specialized role criteria. Start by identifying the non-negotiables for each side and the areas where flexibility is possible. Use this information to find middle ground, ensuring that the essential requirements of the role are met while adhering to HR policies and organizational goals.

Developing a compromise strategy involves finding a middle ground that satisfies both hiring managers and HR. Identify the non-negotiables for each party and explore flexible options for other criteria. For instance, you might agree on essential technical skills while being more flexible on years of experience or educational background. Propose creative solutions such as on-the-job training or mentorship programs to bridge skill gaps. By presenting a well-thought-out compromise strategy, you demonstrate your commitment to meeting both parties' needs and fostering a collaborative hiring process.

Clarifying the role and its requirements is crucial for aligning hiring managers and HR. Develop a detailed job description that includes essential skills, qualifications, and responsibilities. Ensure that this document is reviewed and approved by both parties to eliminate any ambiguities. Clear role clarification helps set realistic expectations and reduces misunderstandings. Additionally, define the impact of the role on the team and the organization, highlighting how meeting these criteria benefits everyone. A well-defined role helps streamline the hiring process and ensures that all stakeholders are on the same page.

Uma coisa que acho útil é a clareza nas ocupações e atribuições de cada colaborador. Uma descrição de cargo bem estruturada, clara e objetiva, dialogada na hora da contratação e avaliada junto as softskills do candidato, trás uma assertividade no fechamento da vaga, fazendo um ambiente corporativo mais sadio e motivador.

É muito importante o mapeamento dos cargos dentro de uma organização porque facilita no momento da contratação e faz com que o RH procure o perfil adequado para aquele cargo.

I think clarifying the role's requirements through a detailed and consensus-driven job description is a critical step in finding common ground between hiring managers and HR. This approach has several benefits: 1. **Alignment and Clarity**: 2. **Efficient Recruitment Process**. 3.**Balanced Evaluation**. 4. **Reduced Conflicts** 5. **Enhanced Candidate Experience**. Overall, the creation of a detailed, agreed-upon job description is a crucial step that facilitates a smoother and more effective recruitment process, leading to better hiring decisions and improved outcomes for the organization.

Establishing a consistent candidate evaluation process helps in aligning the criteria of hiring managers and HR. Develop standardized evaluation tools such as scorecards, interview guides, and assessment tests that reflect the agreed-upon criteria. Ensure that both parties participate in the evaluation process to provide diverse perspectives. Regularly review and calibrate these tools to ensure they remain relevant and fair. By implementing a structured and transparent evaluation process, you ensure that candidates are assessed objectively, reducing potential conflicts and biases.

Evaluation is one more area where you may have to be extra careful. Set proper guidelines on how to conduct evaluations. Emphasis on incorporating more objective questions, written tests, etc. This will help reduce bias and establish clear understanding of skills level. Incorpoate role play kind of questions too. One more way to do evaluations during interviews is to involve multiple stakeholders as interview panel members. Let them observe candidates response to all types of questions. Give them chance to ask questions. After this get their independent written feedback in numerical terms and try to find mean score of all feedbacks to come to conclusion.

Uma coisa que acho útil é uma avaliação minuciosa para identificar o fitcultural do candidato para identificar se vêm de encontro com a cultura da empresa, uma vez que se trabalha com uma diversidade de características profissionais. Uma boa avaliação vem de encontro com as softskills, hardskills e um fitcultural aceitável pela empresa

A avaliação também pode ser feita através da ferramenta DISC, que mostra o perfil comportamental do candidato e serve como um parâmetro para saber se ele está adequado para aquele cargo.

Most important thing in order to be able to shortlist and select most suitable candidates is to keep incorporating feedback from previous interviews while screening next candidates. Though this will feel like time consuming process, it is the most cost effective way to select right candidate, if done quickly enough. Understanding and incorporating feedback as quickly as possible immediately after previous interview helps avoid a lot of confusions and misunderstandings at later stage and helps bring all stakeholders to a common understading, thus compounding the efforts and ultimately results is cost effective selection process.

Feedback é muito importante para finalizar o processo de contratação porque é através dele que saberemos o que deu certo e o que precisa melhorar.

Creating a feedback loop is essential for continuous improvement and alignment between hiring managers and HR. After each hiring cycle, conduct debriefing sessions to review what worked well and what could be improved. Encourage both parties to provide honest feedback and share their experiences. Use this feedback to refine the role criteria, evaluation methods, and overall hiring process. By establishing a continuous feedback loop, you foster a culture of collaboration and adaptability, ensuring that the hiring process evolves to meet the needs of both hiring managers and HR effectively.

Es útil un seguimiento al candidato seleccionado con los criterios de Contratación y Talento Humano, ésto nos permite medir la eficacia del proceso de selección adelantado y si requiere mejoras a futuro.

finding common ground between hiring managers and HR on specialized role criteria requires open communication, clear and objective criteria, collaborative decision-making, and a willingness to be flexible and open-minded. By working together to identify areas of agreement, address concerns, and make informed decisions, hiring managers and HR can ensure that the right candidate is hired for the specialized role. Ultimately, by finding common ground, both parties can contribute to the success of the organization and the fulfillment of its goals.

To find common ground between hiring managers and HR on specialized role criteria, initiate open communication to understand each party's perspectives and priorities. Organize a collaborative meeting where both sides can discuss the role's essential skills and qualifications. Highlight mutual goals like enhancing team performance and achieving company objectives. Utilize data and examples to clarify the impact of the role. Foster a solutions-oriented mindset by proposing a balanced job description that incorporates key requirements from both sides. Encourage ongoing feedback to refine criteria and ensure alignment throughout the hiring process.

Uma coisa que acho útil é a clareza na comunicação, seja ela na seleção ou dentro de um grupo na organização. Vale salientar que para um recrutamento ser eficiente e eficaz, a empresa deverá ter clareza no que busca e no que a função exige, pois muitas pessoas são contratadas pelo seu conhecimento e demitidas pelo seu comportamento. É essencialmente um padrão comportamental e a sua mensuração no processo de seleção.