Helping line managers wage war for banking professionals
BY RICHARD FARMERAs the war for talent for banking and finance specialist heats up, robust hiring practices become even more important – as companies with arduous recruitment processes will quickly lose top talent to competitors.
One of the common issues that companies face is the disconnect between HR and line managers which enables the right people to move quickly through the recruitment process.
Frequent misunderstandings include the job scope versus the skills required, or the difference in expectations on salaries and grade levels.
While the recruitment function is primarily the responsibility of a HR manager, line managers also play an important role in hiring new recruits to their team – but often this responsibility falls to them with little training or experience.
Given this, the importance of clear and direct communications between the two parties cannot be understated. With both parties firmly on board, the recruitment process can be streamlined and companies are in a better position to attract skilled candidates.
HR professionals and line managers should have strong communication channels set up to ensure both parties are fully informed throughout the hiring process – and to improve the situation if it calls for a concerted effort on both sides.
Share vital information
For line managers, this means providing HR professionals with a clear job scope, responsibilities and the required skills and attributes of candidates.
On top of this, it will require taking the time to talk HR managers through the job requirements and enable them to effectively answer any questions the candidate might have outside the job description, such as the working environment, team size, working hours, travelling requirements, and the training and development opportunities.
Raise the HR literacy of line managers
On the other hand, HR managers can help by equipping line managers with the right interview techniques to help them identify the most qualified employee, who would also be a good cultural fit. It will also help to have clear guidelines about the on-boarding process, as well as ongoing support with talent management practices such as performance appraisals and mentorship.
With both sides onboard, this will speed up the recruitment process and ensure skilled candidates aren’t slipping through the gaps.
Get flexible
Given Singapore is a talent-short market, the more accommodating a potential manager is, the more comfortable the potential employee will be, and it is more likely that a successful hire will be made.
This might translate to managers making an effort to take interviews out of hours, use videoconferencing, or coming to the candidate’s location to conduct the interview. Equally, an office tour at the interview stage is becoming quite popular, as it helps set the scene for potential hires.
Together, HR and line managers should agree on a hiring process best suited for the purpose and work closely together at every stage of the process. This will be the key that allows the organisation to put its best foot forward in the rush to win the talent war.
Richard Farmer, Director, Randstad – Professionals
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