Talent acquisition functions spend thousands of hours and millions of dollars designing processes to hire top performers, innovators, and game changers. Unfortunately few of those dollars or hours are spent fixing the biggest roadblock in recruiting A-level talent: weak hiring managers. Everyone seems to intuitively know that managers are the weakest link in any hiring process but few have had the time to research the topic and to identify the specific reasons how weak managers hurt the overall hiring effort.
As part of a larger project I’m currently working on (developing a “bad manager identification” orBMI program), I have been able to compile a long list of how weak managers hurt both the speed and the quality of hire.
If you decide to initiate an effort to train managers on how to hire, these factors and their related negative impacts could be crucial in building the business case for training hiring managers and rewarding them for great hires.
To read the full, original article click on this link: 20 Reasons Why Weak Managers Never Hire A-level Talent - ERE.net
Author: Dr. John Sullivan
