Hiring Manager VS Human Resources

Hiring the right talent can be one of the most rewarding and, at the same time, challenging aspects of building a successful team. At the heart of the hiring process, the partnership between hiring managers and talent acquisition (TA) or human resources (HR) is crucial. However, disconnects between what a hiring manager is really looking for and what HR or TA believes the role requires can often derail the process.

 Understanding these disconnects—and addressing them before they cause issues—can make a world of difference. Here’s a look at where things can go wrong and how to prevent hiring misalignments from becoming costly mistakes.

1. Misaligned Expectations About the Role

Often, hiring managers have a very specific image of the ideal candidate: someone who can hit the ground running with a set of particular skills. However, talent acquisition and HR may have a different perspective, often shaped by the official job description, which can sometimes be outdated or incomplete. As a result, TA might send over candidates who look good on paper but don’t meet the manager's real needs.

The problem: This disconnect can lead to hiring delays as candidates are rejected at later stages. Time is wasted on interviews that don’t produce viable options, and frustration mounts on both sides.

How to fix it: Hiring managers and HR should meet at the very beginning of the process to go beyond the job description. Together, they can outline what the role really requires in terms of technical skills, experience, and team fit. It’s also important for hiring managers to be open to feedback from HR, which may have insights on the talent pool or market conditions that the manager isn’t aware of.

2. Skill Fit vs. Culture Fit

Another common gap occurs when there’s a difference in what’s prioritized: skills or culture. A hiring manager, under pressure to fill a position quickly, may focus almost exclusively on technical abilities—someone who can “get the job done” right now. On the other hand, HR might be more concerned with long-term culture fit, emphasizing candidates who align with the company’s values and collaborative environment.

The problem: If this isn’t resolved early on, candidates who meet technical requirements might be passed over for those with a perceived stronger cultural fit. This can leave a hiring manager feeling as though HR isn’t presenting qualified candidates, while HR may feel the manager is undervaluing the importance of company culture.

How to fix it: It’s about balance. Hiring managers and HR should work together to define non-negotiables in both areas. What are the essential technical skills that can’t be compromised? What aspects of culture are most important? This way, candidates can be evaluated holistically, making it easier to find someone who fits both technically and culturally.

3. Mismatched Urgency

Often, hiring managers feel the pressure of tight deadlines and expect the hiring process to move quickly. They need someone yesterday. However, HR has processes that take time—vetting resumes, scheduling interviews, checking references, and ensuring compliance with hiring regulations.

The problem: If there’s a mismatch in perceived urgency, hiring managers may become frustrated with the slow pace of the hiring process, while HR feels overwhelmed trying to meet unrealistic expectations. This can lead to a breakdown in communication, and even a sense of mistrust.

How to fix it: Open communication about timelines is key. HR should set realistic expectations for how long each step in the hiring process will take, and hiring managers should communicate their urgency without sacrificing the quality of candidates. A shared sense of timing and agreed-upon deadlines for various stages of the hiring process can help alleviate tension.

 4. Salary and Compensation Confusion

It’s not uncommon for a hiring manager to seek a candidate with a certain level of experience or expertise, but HR has to manage salary expectations and budgets. If the hiring manager’s expectations don’t align with the company’s budget, candidates may be lost due to compensation that doesn’t meet market demands.

The problem: The hiring manager may find the perfect candidate, only to discover later that the compensation package is out of the company’s budget. This not only wastes time but can also lead to disappointment when the ideal candidate can’t be hired. 

How to fix it: Early discussions around budget and salary expectations are essential. HR and hiring managers need to agree on what’s feasible and what compromises can be made, whether it’s offering a higher salary or finding candidates with potential who may require more training but fit within budget constraints.

5. Internal vs. External Candidates

Hiring managers might be leaning toward an external candidate to bring in fresh ideas or new skills, while HR or the broader organization could be more focused on promoting internally. Promoting from within supports employee development and retention, but it may not always align with what the hiring manager feels is best for the team.

The problem: Pushing internal candidates may lead to frustration if the manager feels they aren’t as qualified or if there’s resistance to change from team members. Meanwhile, HR may feel it’s critical to develop and retain current employees.

How to fix it: Collaboration is key. HR and hiring managers should evaluate internal candidates fairly, but also recognize when an external candidate is the best fit for a specific role. A clear understanding of when internal promotions are ideal versus when external talent is needed can help both sides avoid unnecessary tension.

The Bottom Line: It’s All About Communication

Ultimately, the biggest issues in the hiring process come down to communication. When hiring managers, HR, and talent acquisition teams are aligned from the start, the process runs more smoothly. Regular check-ins, transparent discussions about expectations, and a collaborative approach to finding solutions can turn a potentially frustrating experience into a successful hiring journey.

By focusing on shared goals—building the best possible team for the company—everyone can work together more effectively.