¿Cómo maneja las expectativas contradictorias entre los gerentes de contratación y RR.HH. en el proceso de incorporación?

Conflicts between recruitment managers & HR are never ending things at any organisation. I follow below steps for smooth process for the above. 1)Proper understanding of job role & thorough brief from HR with brief Jd helps the recruiter to source better. 2)Timely & proper explanation of company’s work process & policies helps to get the onboarding to be done smoothly. 3)weekly meetings with recruiter to check progress on pending hirings & feedback of candidate hired by them makes the whole process transparent. 4)We should understand & accept that it is not always the recruiter fault if candidate does not perform or backs out in first few days,I believe sometimes it is the candidate’s mindset. blame game should not be there.

El primer paso es asegurar que tanto los gerentes de contratación como RR.HH. estén alineados en los objetivos generales de la incorporación. Definir claramente las metas y expectativas mutuas desde el principio puede prevenir conflictos futuros.

Navigating conflicting expectations between hiring managers and HR during onboarding requires clear communication and alignment. Start by facilitating a conversation where both parties can outline their priorities. Emphasize the common goal: a seamless onboarding experience that sets the new hire up for success. Address any discrepancies by finding a middle ground, ensuring that the hiring manager's vision for the role is respected while HR's processes are followed. Regular check-ins can help adjust the process as needed, keeping everyone on the same page and focused on the shared objective.

To mitigate conflict between hiring managers and HR, align their goals from the outset. Establish a joint meeting to discuss and agree on onboarding objectives. This collaborative approach ensures mutual understanding of roles and expectations, creating a unified vision that satisfies HR’s need for compliance and hiring managers’ desire for quick integration of new hires.

Open dialogue is the real deal when handling conflicts during onboarding. Open dialogue is diplomacy per excellence.. Here it opens channels of communications to help the onboarding process.

En mi experiencia, fomentar un diálogo abierto y constante es clave. He visto cómo las reuniones regulares entre RR.HH. y los gerentes de contratación para discutir preocupaciones, expectativas y desafíos específicos del proceso pueden aclarar malentendidos y encontrar soluciones colaborativas.

I have seen organisation to be very rigid in onboarding process. In my career of more than 6 years I have been very transparent yet flexible in onboarding process. From warm welcome to Keeping systems,work station and welcome gifts ready. check list of documents to be given , keeping everything ready a day before makes the onboarding day smoother and positive. From getting team introduction done to explaining policies & making them aware of their manager and all the work processes makes them connect. Though I believe that explaining certain policies before joining is always better so that candidate can decide if those aligns with them or not. Every HR and manager should be with easy & welcoming attitude in the whole onboarding process.

Adaptar los procesos para que sean lo suficientemente flexibles para satisfacer las necesidades de ambos lados es crucial. He implementado procedimientos de incorporación que permiten ajustes basados en las particularidades de cada equipo o departamento, asegurando que las expectativas se cumplan de manera equilibrada.

Cuando surgen expectativas contradictorias, es vital abordarlas rápidamente. Mi enfoque ha sido establecer un protocolo claro para la resolución de problemas que incluya identificar el problema, discutir las posibles soluciones y acordar un plan de acción que satisfaga a ambas partes.

This one is simple. Design robust content. Answer the question: what do you want to get out from your onboarding process? I've seen dozens of onboarding processes focused on "filling out HR forms and knowing how to access systems." No! This is incomplete. The purpose of onboarding is to accelerate the learning curve of your new employees so they can get results sooner. This means you also have to provide tons of information about the company.