Why is it important to represent the organization's interests as a hiring manager or staffing professional in the human resources department? What are possible consequences of not doing so?
An organization cannot function effectively if its personnel or members have not "bought-in" to the broader organization's goals and strategies. The principal responsibilities of human resources offices are to identify the best applicants for positions within the organization, usher those applicants through the hiring process, including interviews with the offices or individuals with or for whom the prospective applicant will work, and retaining the best employees in a potentially competitive environment. A human resources staff that does not subscribe to the underlying or guiding corporate philosophy is not a human resources staff that will, itself, be retained. Unless individuals with the requisite skills and temperament to function within the organization are hired and retained, the organization will eventually fail.
Human resources is a powerful division or office within any business. The individuals who comprise that division, however, are accountable for their own failures. The organization that repeatedly fails to hire and retain quality employees will not be profitable or functional. Therefore, employees in human resources should be terminated if unable or unwilling to "own" their work. They are an integral part of the organization, and theirs is a very important responsibility. Hiring and training new employees is expensive and time-consuming. Finding individuals with the requisite qualifications is a sine qua non of personnel management. If HR officials do not do their jobs properly, they will likely be fired. They must represent the organization's interests, not their own or any other organization's.
The person responsible for making the hiring decisions should keep the organization's interests before their own or that of any third party (vendors, contractors, candidate, etc.). The new employee has to be a part of the organization and hence should benefit the organization the most. Similarly, the hiring person should also represent the interests of the organization and follow all the practices laid out by the organization to take the best hiring decisions. Generally there is a conflicting situation of who to choose: a candidate that best matches the job requirements or someone who best fits the organization. In such a candidate/job fit vs. candidate/organization fit, one should go for better match between the candidate and the organization. Bad hiring decisions, due to lack of time, bad decisions, misdirection by the candidate, cultural misfit, etc., may results in loss of productivity, cost of replacement, litigation, negative publicity, etc.
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