Introduction to the Hiring Process

In many organizations, managers make the first call about which candidates to bring in for an interview, and then later which applicant gets the job. While their expertise is crucial to selecting the right person, the process can be laborious and time-consuming as they must take a step away from their core activities to focus on reviewing applications and narrowing candidate pools. But what if the responsibility for picking first-round interviewees was transferred to HR? Does it have an impact on who gets hired? Our research, published in Administrative Science Quarterly, examines this scenario.

The Role of Managers in Hiring

Managers play a significant role in the hiring process, as they are often best positioned to assess the skills and qualifications required for a particular position. However, their involvement in the initial stages of the hiring process can be time-consuming and may take away from their other responsibilities. This can lead to delays in the hiring process and may result in the loss of top candidates.

Transferring Responsibility to HR

Transferring the responsibility for picking first-round interviewees to HR could potentially streamline the hiring process and reduce the burden on managers. HR professionals are trained to assess candidate qualifications and can bring a more objective perspective to the initial screening process. However, there is also the potential for HR to bring their own biases to the process, which could impact who is selected for an interview.

Impact on Hiring Outcomes

Our research examined the impact of transferring the responsibility for picking first-round interviewees to HR on hiring outcomes. We found that when HR was responsible for selecting candidates for initial interviews, the pool of candidates who were selected was more diverse than when managers made the selection. This suggests that HR may be more effective at identifying and selecting candidates from underrepresented groups.

Implications for Organizations

The findings of our research have implications for organizations looking to improve their hiring processes. By transferring the responsibility for picking first-round interviewees to HR, organizations may be able to increase the diversity of their candidate pool and reduce the burden on managers. However, it is also important for organizations to ensure that HR has the necessary training and resources to effectively assess candidate qualifications and make informed decisions.

Conclusion

In conclusion, our research suggests that transferring the responsibility for picking first-round interviewees to HR can have a positive impact on hiring outcomes, particularly in terms of increasing diversity. However, it is also important for organizations to carefully consider the potential implications of this change and ensure that HR has the necessary training and resources to effectively manage the hiring process.

FAQs

• Q: What is the traditional role of managers in the hiring process?
  A: Traditionally, managers are responsible for selecting candidates for initial interviews and making the final hiring decision.
• Q: What are the potential benefits of transferring the responsibility for picking first-round interviewees to HR?
  A: The potential benefits include streamlining the hiring process, reducing the burden on managers, and increasing the diversity of the candidate pool.
• Q: What are the potential drawbacks of transferring the responsibility for picking first-round interviewees to HR?
  A: The potential drawbacks include the potential for HR to bring their own biases to the process and the need for HR to have the necessary training and resources to effectively assess candidate qualifications.
• Q: What were the findings of the research on the impact of transferring the responsibility for picking first-round interviewees to HR?
  A: The research found that when HR was responsible for selecting candidates for initial interviews, the pool of candidates who were selected was more diverse than when managers made the selection.