Who Is Responsible For Hiring Top Talent In Your Company?

Was your answer HR or the hiring manager?

I typically ask this question in our hiring workshops, seminars and Vistage presentations to CEOs and key executives. The answers are generally either HR or the hiring manager. Both of which I disagree with.

I believe hiring top talent in any organization falls squarely on the CEO's desk. The CEO is responsible for all activity that takes place in the company. Just ask those CEOs in jail who tried to claim ignorance, or the  “I just didn’t know it was happening” defense. Too bad for them as they should have known. That isn’t to say that CEOs can control every activity. They can’t. Every company has or has had a wild employee that says something stupid or does something stupid, however, the company is still often held accountable for the actions of this one employee.

Remember Management 101A, you can delegate authority but you can’t delegate responsibility. The buck still stops at the CEO’s desk.

This is why I’m rather surprised when CEOs answer this question HR or hiring manager. They may have the authority for the activity around hiring, but the CEO sets the tone, priorities, importance around hiring, and who will be hired. Like everything else in the company, when the CEO sets high standards of performance the employees tend to accept and even expect that level of performance. This includes hiring.

The CEO has the ability to determine the quality of people that are hired into the company. The CEO can define top talent for the company, departments, or positions. The CEO can make hiring top talent a priority in the company. The CEO sets the tone and importance for hiring in the company. It is the CEO that has the ability to get everyone focused on where hiring falls on the list of priorities. It is the CEO that has the megaphone to drive this point home. It is the CEO that has the ability to hold HR and hiring managers accountable for hiring top talent. It is the CEO that ultimately controls the training budget for hiring, enabling these employees to learn how to make great hires.

So what are some of the practical things a CEO can do to ensure hiring top talent?

  1. First and foremost, build a culture that includes hiring top talent. Do this by re-enforcing it in the values of the company, discussing it at staff meetings, promoting it in the company newsletter, and on a regular basis emphasize how important hiring is to the success of the company. Few companies do all of these on a consistent basis. Many do it once or twice a year, mainly as an after thought. Hiring top talent should never be an after thought.
  2. Train your people in hiring. Most employees, especially in small companies, have never had any training on hiring. They do their best to hire the best, but that doesn’t mean they are skilled at it. In fact, many are intimidated by the hiring process and just as many actually find the hiring process as painful as buying a new car.
  3. Encourage your people to always be looking for top talent. Top talent isn’t always available when you need them. The CEO should encourage all employees to be on the look out for future talent, especially when there isn’t a need.
  4. Incorporate referring and hiring top talent into the performance management system. Set goals for referrals and reward those managers that maintain a queue of potential employees that can be hired.
  5. Build into your hiring manager's schedule time to meet with potential employees, participation in trade or professional associations, and other community activities. This should be less than 10% of their time.
  6. Build a website that speaks to future employees, the way your current website speaks to customers. The first place candidates go to research a company is the company's website. Yet few websites really engage future talent. Most are not candidate friendly and less than 1% have any significant “WOW factor” for candidates coming to the company's site. Add employee testimonials, have the CEO do a 2 minute video talking about the company's vision, how the CEO values employees, promote your employee friendly culture, the importance of hiring only the very best and the CEO's personal commitment to all of the employees.

Hiring top talent doesn't have to be a time consuming effort. It is in most companies because they are only consumed with it when they need to hire someone. It does have to be a consistent effort though that consumes a small percentage of the hiring manager's time each month.

If the CEO set raises the bar on hiring top talent, the employees will follow and most will jump over the bar.

You can determine if your company's hiring process is effective at hiring top talent by taking our Hiring Methodology Assessment. It is FREE to download. CLICK HERE.

Want to make your company a candidate magnet with a great website? Read this short eight hundred word article with some great tips to building a  candidate friendly website. CLICK HERE.

Finally, download this culture assessment to determine whether or not your culture will attract top talent. CLICK HERE

I welcome your thoughts and comments.

Brad Remillard

 

bradremillard

About the Author

Brad Remillard is a founding Partner of IMPACT Hiring Solutions, co-author of "You're NOT the Person I Hired", and "This is NOT the Position I Accepted". Brad is an award-winning international speaker, retained executive recruiter, and expert on hiring and retaining top talent, and executive job search.

Comments

  1. Respectfully, I have a huge problem with your argument.

    First of all the CEO’s responsibility is to the bottom line and achievement of the corporate objective.

    With such responsibility the task of hiring sales people is an unnecessary distraction and in my opinion totally inappropriate.

    That is not to say that he would not participate in the process. For high level people she would.

    To start with there is a large contradiction here. If the CEO cannot hire a top sales executive capable of heading up sales and hiring top notch people, how do we expect her to hire top notch salespeople?

    Most of the folks that are VP level sales management are going to be as qualified if not more so than the CEO to hire reps — many CEO come from tech backgrounds and have little sales expertise.

    What am I missing here?

    • Flynn:
      I agree but you are talking about authority to hire not responsibility for hiring. The CEO is responsible for everything that happens in the company.
      The CEO sets the tone for hiring and then delegates the authority for hiring sales people to the VP.
      You are right the CEO is responsible for the bottom line. Hiring top talent is what helps the CEO achieve the bottom line. Therefore by default the if the CEO is responsible for hiring.

  2. Vic Mahillon says:

    Hi Brad,

    I agree that the CEO is, on some level, responsible for all operations in the company. The CEO needs to make sure that everyone is trained properly in interviewing and evaluating candidates. This is especially the case in larger organizations when there are numerous hires taking place at once. Realistically though the CEO cannot rubber stamp every hire that is made, especially in a company of 50,000 employees. Yes, he can train people to do a good job with this, but at the end of the day, these people making the final decisions are HR and the hiring manager, correct?

    Vic

Leave a Reply to bradremillard Cancel reply

*

CommentLuv badge

This blog is kept spam free by WP-SpamFree.

Email
Print