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3 Things to Consider When Creating a Code of Conduct Between HR and Line Managers

Written by Holly Watson | September 23, 2014 | 0 Comments
HR-team---BSAs an HR professional, you’ll most likely have a system and requisition process in place when it comes to recruiting a new member of staff. So, naturally it can prove frustrating when other stakeholders bypass this process in an attempt to speed up your recruitment activities.
Although it’s understandable why a line manager might choose to skip this process to save themselves time, it’s important to follow HR and recruitment processes properly. Processes are in place for a reason and not adhering to them could cause a delay in recruiting staff (or a greater chance of hiring the wrong employee), thus increasing your overall time and cost to hire.
One way to avoid this common frustration for HR and in-house recruitment personnel is to set up a code of conduct for line managers within your business to follow.
Having a code of conduct in place ensures that each stakeholder involved in your managed recruitment activities knows exactly what their role is, allowing the process to flow as smoothly as possible.
Depending on the size of your business and your requisition process, each code of conduct will differ. To allow line managers and stakeholders in your business to understand why such internal processes are in place, here are a few suggestions compiled by Webrecruit:

1. Highlight the importance of your requisition process

Firstly, ensure that line managers within your business are actually aware of each stage of the requisition approval process when they want to get a vacancy signed off.
Each company has their own system – for some, it might just mean passing the vacancy through to HR to get signed off whereas for others, it can mean passing the request through 6-7 different people within the business.
A requisition process is important – not only is it vital for getting a vacancy signed off by key personnel, it also allows companies to track their recruitment activities and provide documentation to support recruitment metrics and audit trails.

2. Clear communication

It might sound simple but forming good working relationships with line managers (as well as all other personnel involved in the recruitment process) is really important. Effective working relationships mean that requirements are often communicated more clearly, making for a smoother, more efficient process.
If you’re going to be the person putting together an advert for a vacancy or screening potential candidates, it’s important that you listen to the line managers’ requirements in order to attract the right people for the job.

3. Consider investing in technology

A lengthy requisition process can sometimes hinder your managed recruitment activities. If you find that approval forms are sitting on desks for days before they’re even looked at, it might be worth investing in an applicant tracking system (ATS).
Having an ATS in place can make the requisition process much more efficient and allows stakeholders to sign off vacancies with the click of a button – making a significant reduction to your overall time to hire.
Plus, it means that vacancies are easier to track, all data is accurately logged and it’s easier to pull vital HR metrics.
Considering investing in an ATS? Why not see what Webrecruit can do for you. Find out more.

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