[RA / QA Leaders] If you’re not directly involved in the hiring of your team, you may be shooting yourself in the foot.
As a Headhunter in the Regulatory Affairs & Quality space I often hear hiring managers say things like:
“HR is taking care of the recruitment process.”
“HR is responsible for selecting the search firms that are helping us.”
“I don’t get involved until HR passes along resumes to review.”
Now think about this for a moment:
You as the hiring manager are responsible to your boss and your company for your department’s outcomes. This means that if you have the wrong talent in the wrong positions, not only will the success of your department and organization suffer…
…But the trajectory of own personal career will ultimately be jeopardized.
I get it…there are plenty of demands on your time
☑️ Internal meetings with health authorities
☑️ Audits to prepare for
☑️ Submission deadlines
☑️ Current teams to attend to…
…not to mention personal responsibilities and obligations outside of the office.
But think about the opportunity cost though, when sitting back and waiting for HR to “send you resumes.” How much time, energy, and effort is being wasted interviewing candidates who don’t have the credentials, previous outcomes, or cultural aptitude that would line up with the demands of the role?
How much extra strain and attrition risk does it put on your team the longer the open position sits vacant?
How much extra stress does it put on you and your personal life by having to work that much harder yourself?
But there’s a light at the end of the tunnel, IF you get involved earlier in the process, while still protecting your time.
Here’s exactly how my clients’ have solved this problem:
☑️ Sit down with your internal recruitment partner / HR team to truly explain what you need from your next hire. Help them understand how this critical hire fits into the bigger picture.
☑️ Give your team key screening questions to ask every candidate, so by the time they come to you they have been properly vetted
☑️ If working with a 3rd party recruitment partner, take the time upfront to have a conversation with the recruiter in an effort to help him or her develop enough “gusto” to attract the level of talent you expect. Hint: A “job description” is not going to do it.
Now the million dollar question is, do you go with a headhunter to help you fill your role? With every recruiter claiming their “RA/QA Specialist,” here’s a few pointed questions you can ask your recruiter to determine
❓Do they have testimonials or references they can provide from within the industry?
❓How many placements do they make within a year in the niche?
❓What would be better or different by working with them vs their competitors
(better candidates or cheaper are not strong answers)
Bottomline, sometimes we are our own worst enemies. In this case, by not investing your time wisely up front you are actually creating more havoc for yourself on the back end.
Ironically, with a few tweaks and a small-time investment early on in the recruitment process, you will actually save yourself much more time in the long run. Further, there’s a very high probability of better quality hires who are more productive and will ultimately help you drive your career forward.