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In order for the hiring manager and the human resources (HR) manager to cooperate successfully, it will be crucial for them to build mutually positive relationships. The latter will provide the team with enough opportunities for data-driven analytics that could be utilized to innovate some of the processes across the organization. In turn, the hiring manager will see that not all decisions have to be made subjectively, with a certain outcome in mind. Simón and Ferreiro (2018) suggest that the HR department could pay closer attention to the value of analytics and share different hiring strategies with managers. In a sense, it could prevent the organization from poor decisions intended to reinforce the significance of hiring managers experience (Schmitt, 2012). On the other hand, cooperation between HR managers and hiring managers can be possible only in the case where the whole team is driven by motivation and the willingness to explore.
The differences between the two experts in human resources should be further mitigated with the aid of proper risk management. For example, HR managers could see certain advantages related to workforce analytics that are unavailable to hiring managers (Goldstein, 2017). This would make it crucial for the team to establish an interdisciplinary committee where all respective managers would focus on data-driven, evidence-based methods instead of trusting their gut feelings (Simón & Ferreiro, 2018). Without collaboration between experts possessing theoretical and applied knowledge, it will be exceptionally hard for the organization to find the best employees on short notice. It can be claimed that the only reasonable approach to building a bridge between HR managers and hiring managers would be to have them work together on optimizing human capital and enhancing corporate performance.
References
Goldstein, H. (2017). The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. John Wiley & Sons.
Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. Oxford University Press.
Simón, C., & Ferreiro, E. (2018). Workforce analytics: A case study of scholar-practitioner collaboration. Human Resource Management, 57(3), 781-793.
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