Recruiting and Hiring Better in the Public Sector
When I am teaching management students how to hire, I’m often accosted by those in the public sector who tell me, “I don’t have any control in the recruiting process—that’s out of my hands…I can only interview the people they send me.”
Even some of my students in the PRIVATE sector have similar complaints. They often tell me, “We have an HR department that handles all the recruitment and screening—I’m out of the loop until they send me someone to interview.”
If you work in the public sector, you know what I’m talking about. There is usually an ironclad procedure in the hiring process that requires absolute adherence. Any deviation can result in illegalities that threaten the organization as well as the candidate.
So…there’s a “pipeline” for hiring that consists of certain well-defined steps that must be followed, for a person to be considered as a candidate for the position. As tempting as it is for a manager to just take charge and do their own recruiting and hiring (especially if they don’t like the candidates they are being sent!), it just ain’t gonna happen! Rules is rules, and the manager is stuck!
Or ARE they????
I encourage leaders in the public sector to exercise the freedom to get involved PERSONALLY in the recruiting process!
I tell them this:
You may not control who comes OUT of the pipeline, but you can certainly control who goes INTO the pipeline!
So… what does that look like? HOW DO YOU DO THAT???
1. Start by finding your own high-quality candidates. I’m talking about good people you think would be good hires for your team and your organization.
Read this post, where I share a lot of great tips to help you find those good candidates: http://thebossdoctor.net/2021/its-everyones-job-to-help-find-good-people-for-the-organization
2. Help them understand the “pipeline” in your organization. EDUCATE THEM about what they need, in order to qualify for the job and conform to the application requirements.
3. Shepherd them through the process. Double-check on their ability to meet the qualifications for the position. And make sure they are jumping through all the hoops—following instructions; filling out paperwork; meeting the requirements; and getting the necessary clearances.
If they’ve followed through and fulfilled the application requirements, then there’s a good chance they will make it to the next steps that involve screening.
And if they’re good candidates, there’s a good chance they will make it through the screening process and end up sitting in front of you for an interview! MISSION ACCOMPLISHED!
If you would like more great tips for better hiring, take a look at this post from March: Great Advice from Top CEO’s – #17 | The Boss Doctor
And if you would like help hiring or training your people to hire better—give us a call! Our high-energy, interactive training sessions can give them the boost they need to be more effective in finding and hiring the right people for you and your organization!
Until next time… Yours for better leaders and better organizations,
Dr. Jim Dyke – “The Boss Doctor” ™ helping you to BE a better boss and to HAVE a better boss!
