About to implode over hiring process in which I'm the hiring manager.

Anonymous

November 8,2022 at 1:01AM UTC

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About to implode over hiring process in which I'm the hiring manager. HR Managers, what can I do to make this process be more positive and more likely to succeed?

I posted a higher level job last week for which we've requested 5 years of experience and a bachelor's degree as the minimum. The job requires a highly specialized background in a specific area of science (that's not negotiable). I realize though that I might need to make some concessions on things like education and years of experience. Or, so I thought.

Multiple candidates have applied who have the degree and 5+ years of "related" but incorrect experience. To clarify: the position is in communications and requires the incumbent to write a very specific type of press release in a very technical research field. None of these candidates was able to produce appropriately related work samples, and none has ever even written a press release. This is not a position that can have an upswing; the incumbent will be required to complete this type of work product on day one with no supervision or training.

One candidate has the requisite education (and on top of that, nearly a master's degree in the exact work product that is required to succeed at the job, and a fantastic portfolio of work samples to go with it) but is young and lacks the 5 years of required work experience.

HR is refusing to allow me to interview the candidate who is obviously a good fit because of the lack of years of experience. On top of that, they're giving me a hard time for rejecting the other candidates and telling me that I need to wait and see what I get and make determinations for interviews based on what I receive after all applications are in. They have in not so many words made it clear that I may be forced to hire someone who does not have the ability to write these press releases or who lacks the scientific knowledge to understand our work rather than simply hire someone with fewer years of experience who is able to do these things.

I'm extremely frustrated and feel as though I'm being set up to fail. My workplace knows that I need to hire people with extremely specific skill sets. They tell me that they are "not trying to throw up roadblocks" but I feel that that is all they do.

Is there anything that I can do? Is there any way to explain to HR or get them to agree that if concessions need to be made that those concessions should be in things like years of experience rather than in areas like "required skill"?

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AnonymousNovember 8,2022 at 1:14AM UTC
Any chance you can reach out to this candidate and see if there is additional work experience - even part-time - they left off the official application? I've found that to be the case more than once. They leave off things they think aren't relevant, especially non-professional jobs, not realizing that customer service skills from a retail or food service job is valuable background. Entire work history also impacts the initial offer from HR in my company, so I have suggested candidates revise their application in the system before I initiate the hiring process.
I almost lost out on a job many years ago because HR didn't feel like calculating my part-time employment and without it I didn't hit the 5-year minimum. I had to do the work for them, but wouldn't have even known what the problem was if I hadn't been an internal candidate and specifically told my application wasn't forwarded to the hiring manager. It took 3 visits to HR to get it sorted.
AnonymousNovember 8,2022 at 4:15PM UTC
This is really helpful, thank you. This was the exact argument I made to HR. That I can tell based on their cover letter and things they mentioned in their resume (which is built around skills not their job history... that does not bother me) that they have had additional jobs or project work that meets the criteria for this position.
Kristie WhiteNovember 8,2022 at 5:42AM UTC
I’m sure they are thinking of discrimination issues I.e. you have rejected candidates with the 5 years. It sounds to me like you have a misalignment between your job description and your candidate. Does the JD say specific experience or “related”? Is the compensation range based on 5 years of experience? If this is the candidate you want, you may have to string them along until you revise your job description to make 5 years experience “preferred” but make the experience specific, not related. And re-evaluate the comp range. You need a range for each year of experience. Then repost the job to be fair to all candidates. It’s a bitch, but it’s the safest path and the fairest.
AnonymousNovember 8,2022 at 4:19PM UTC
Thank you for this thoughtful reply. 5 years is preferred minimum experience. The required competencies list includes the requirement for the technical research, which only this candidate has. Additional conversations with HR have revealed that they want me to hire someone and train them into the skill. And my response was, "No. This is an XX level position. That means the individual must be able to complete the work product without mentoring and without training. If I'm being required to hire someone without this skillset then it is XX level position, two levels below what we have posted." I'm not interested in hiring a person two levels below what I have posted. I need a person who already has the competencies.
We do range people for years of experience within the pay range for the position.
Kristie WhiteNovember 8,2022 at 8:54PM UTC
Understood. So I'm not sure why HR is dictating to you. It is your position. I'm sure there are possible explanations but without justifying their approach, HR is really wasting a lot of time. I would be tempted to take it to the Head of HR - or if needed - above. I don't understand why they would expect you to add to your workload by training someone when you have a viable candidate. Something is amiss and I would challenge them to be transparent and make their case to a superior. HR can get caught up in their own importance sometimes.
KatNovember 8,2022 at 4:14PM UTC
Did you have any input into the job description? Why was 5 years experience such an important criteria when the job is so specialized? Does the JD have any flexibility, like "a combination of education and skills equal to 5 years experience"? Is the type of experience specified in the job posting? If it's 5 years of work experience of any type, check with the candidate and see if they have done any internships, volunteer work, or any part time (like food service, lab tech, lifeguarding, office work, etc.) or after school jobs (if you have to go back to their HS years) that would enable you to say they have the needed years of experience. If it's 5 years of related experience in this specific field, let HR know that this is a very difficult position to fill so you need to look at candidates that have less experience but a better combination of skills. Is there anyone else above you that could support your case with HR, like a department head or your supervisor? If so, let them know the issues you're facing and see if they can help you advocate for more flexibility in the criteria.
Annetta MosesNovember 9,2022 at 5:37AM UTC
At some companies titles and levels are consistent across functions. For example, managers have 5 years of experience. You may be able to rescope the position to that of an associate manager.
AnonymousNovember 28,2022 at 8:19PM UTC
That's unfortunately not an option. I can't hire a reduced scope because the only other person to do the rest of the scope is me and I'm already doing multiple jobs.
Jennifer FingerNovember 9,2022 at 1:22PM UTC
You may have to say to HR, "Unfortunately, nobody is applying for the job who has all the qualifications you are currently requiring. If you really need to have this position filled, it means that you need to be more flexible about the requirements. If you're not willing to do that, I can't help you because there just don't happen to be any fully qualified applicants available to send to you. That in turn means that our coworkers are stuck with too few people trying to do the work of too many, and we may be facing reduced morale and turnover as a result."
AnonymousNovember 10,2022 at 5:40PM UTC
I agree 5 years is a long time for specific experience. People are often told to apply for positions where they don’t have all the requirements. Hiring processes are too rigorous and nit picky these days when so many can’t pay student loans.
Perhaps people who meet all the requirements are happily employed and not looking. Commute is also a big consideration no matter the level of position as well.
So many companies could offer more training but, they choose to draw out hiring processes, recruit from elsewhere/ overseas. It’s increasing poverty and I’m against it!
Michelle S.November 9,2022 at 2:19PM UTC
As a previous Director of HR, I have never once told a hiring manager whom to hire. I was there for support, to ensure that appointment and interview law was being followed and nothing else. Stand your ground and interview the person you want. HR should not be making these decisions for you.
AnonymousNovember 9,2022 at 2:24PM UTC
First of all, my heart goes out to you.
Hiring is never easy, especially within a technically complex industry. As a headhunter with the 3rd largest engineering, technical, scientific/research and development staffing firm in the US, I deal with this exact scenario often.
Have you considered asking for 3rd party assistance? We’re in somewhat of a “safe zone” on the agency side, however, we’re always very cognizant of how our clients job descriptions are written to ensure the organization we’re supporting is compliant when it comes to EEOC/OFCCP laws. We act as an SME consultant to take pressure off each hiring manager and work directly with the client’s HR leadership to drive the change that may be needed to locate and hire the best talent.
This may be an idea to float by your leadership.
AnonymousNovember 9,2022 at 3:48PM UTC
One thought, could you repost the position as a contract to hire maybe 3-6 months with the years of experience preferred and not required (or just a minimal amount of years) but demonstration of experience with the exact work products required? This then may get you past the initial years of experience required for a higher level job, you get help fairly immediately (since it seems like you are in a bind), and the applicant gains credibility with good work products and relationships in your organization. Then hiring without the originally required years is moot.
AnonymousNovember 9,2022 at 8:02PM UTC
100% do not recommend this approach. I was forced into something similar once and literally had one qualified candidate apply. All of the truly excellent candidates were not interested in a temp, no benefits position. When I had to post the temp's permanent position six months later, I had better candidates but couldn't justify hiring them over the person who'd been temping.
AnonymousNovember 14,2022 at 11:40PM UTC
As an HR manager, I work with my hiring managers to create the job description and criteria for the position. I have never created a job description without the insight from the manager that knows the department and position best. I know I am not an expert in every requirement for every position. I would speak with your HR again. Some job postings will say more years of experience in lieu of a degree. However, if they are working on their masters in that specific area that should also count some for that 5 years of experience.
Although I have some influence, I know it is the hiring manager who ultimately chooses the final candidate after I have brought them a few to interview in a later stage round that qualify for the position. I have recruited for some very technical positions that are seemingly impossible to find, sometimes you have to go with basic requirements and make concessions elsewhere. Also, look at the compensation and work requirements. Remote and higher paid positions are more competitive. You may also need to look at a staffing agency if it is within the hiring budget. Good luck.