The Critical Role of the Manager in Selection

Introduction: Beyond an Additional Task

Often, managers or area supervisors perceive the process of interviewing candidates as an extra activity, separate from their main functions.

This view can generate a negative bias towards the selection process, affecting objectivity and leading to poor hires.

It is crucial to change this perspective and understand that personnel selection is not a secondary task, but a fundamental responsibility inherent to the leadership role.

Let's imagine a common scenario: a vacancy arises in your team, Human Resources carries out a pre-selection and presents you with candidates.

The temptation to completely delegate the in-depth assessment to HR and conduct only a cursory interview is great, especially with tight schedules.

However, this approach can lead to costly mistakes, such as discovering months later that the hired candidate does not meet expectations.

The mistake lies precisely in not taking responsibility for conducting a thorough assessment.

Why is Manager Involvement Critical?

Mastering the art of interviewing as a manager or supervisor is essential for several key reasons.

Although Human Resources leads the overall recruiting and selection process, the final hiring decision rests with the area manager.

It is your team that will be directly affected by the new hire, so your active involvement from the start is vital to ensure that the best available talent is chosen.

Being actively involved and conducting in-depth interviews offers multiple benefits:

Identification of the Best Talent: A good interview allows you to distinguish, from a pool of applicants, the most qualified candidate to perform the specific functions of the position.

Affinity with the Team and Culture: It helps to recognize, among candidates with similar technical profiles, which one will better adapt to the dynamics of the team and the values of the company.

Effective Collaboration with HR: Having gathered valuable first-hand information, you can have more productive and informed discussions with HR about the candidates, enriching the final decision process.

Efficiency and Savings: A well-managed selection process by the team leader is more efficient, which translates into time and cost savings for the organization.

Strengthening the Employer Brand: A professional and well-prepared interview leaves a positive impression on the candidate, regardless of the outcome.

This contributes to the company's reputation as a good place to work, attracting more talent in the future.

Management Skills Development: Preparing for and conducting interviews improves your own communication and evaluation skills.

Conclusion: A Strategic Responsibility

Understanding the interview as an integral and strategic part of your role, not an additional burden, is the first step to building high-performing teams.

Your direct involvement ensures not only a better final selection, but also strengthens the relationship of trust with candidates and decreases possible biases in the evaluation.

Remember, the quality of your team depends directly on the quality of your selection process.

Summary

Managers often view the interview as an extra task, resulting in poor hires. It is crucial to understand recruiting as a fundamental leadership responsibility.

Although HR drives the process, the final decision rests with the area manager. His or her involvement is vital, as the new hire directly affects the performance and dynamics of his or her team.

A good interview identifies the best talent and ensures cultural affinity. This strategic role saves costs and strengthens the employer brand, building high performance teams.