HR hiring HR

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The Ultimate Test: Why HR Professionals Feel the Pressure When Hiring for Their Own Team

It's a familiar paradox for many HR managers: we’re the architects of the hiring process for the entire organisation, yet when it comes to hiring for our own team, we often find ourselves facing our biggest challenge. We should be the experts, the ones who know exactly how to find the right talent. But do we? And if we do, why does it feel so uniquely difficult to hire for our own disciplines? 

Speaking with HR professionals every day, we know first hand that HR Managers and even HR Directors if we really challenge ourselves have a hesitancy when it comes to recruitment which is inflated when hiring for their own teams. 

The truth is, hiring for an HR role is often harder than it looks, and it's a feeling a lot of HR professionals share. So, let’s explore the reasons why this is the case and, more importantly, how we can get it right.

Laptop showing Recruitment, Employee, Interview and Career wording

The Paradox of HR Hiring

We are so close to the problem that we can’t always see it clearly. As HR managers, we have a very specific idea of what our team needs, which can lead to unconscious biases and an overly narrow focus on "culture fit."(Our cringe word when recruiting, more on that later!) 

This can blind us to the potential of candidates who could bring a fresh perspective.

Finally, we sometimes fall victim to the "do as I say, not as I do" syndrome. We champion best practices like diverse interview panels and structured interviews for other departments, but when it’s our turn, we might fall back on what feels comfortable or fast, rather than what is most effective.

Why It’s So Hard: The Key Challenges

The struggle is real, and it’s important to acknowledge the obstacles that stand in the way of a perfect hire.

• The "Unicorn" Search: We often look for a candidate who has the perfect mix of emotional intelligence, business acumen, and a deep understanding of people. This pursuit of a perfect "unicorn" can lead to a long and frustrating search for a candidate who may not even exist.

  
  

• Conflicting Priorities: HR teams are often stretched thin, and hiring for a new role can feel like a distraction from urgent daily tasks. This can lead to rushed interviews and a less-than-ideal candidate experience.

  
  

• The Internal Pressure is Intense: There's an unspoken expectation that the HR team's hires should be perfect. This self-imposed pressure can make the process feel high-stakes, leading to overthinking, second-guessing, and an unwillingness to take a chance on a candidate who isn't a perfect fit on paper.

How to Get It Right: A Practical Guide

Now that we’ve identified the problem, let’s talk about a solution (albeit a high level one for the purpose of this blog) 

• Start with a Job Analysis: Before you even write or review the job description, do a thorough analysis of the role. What are the key skills and competencies needed? Are they still the same? What are the non-negotiables? This helps you avoid the "unicorn" search and focus on what truly matters.

  
  

• Embrace Your Own Advice: Be a role model for the business. Use representative interview panels, never interview on your own, create a structured interview process with behavioral questions,that coffee with the CEO at the end? Think about what the purpose of that is. Commit to providing an out of this world candidate experience. Remember, your hiring process is a reflection of your team and your company culture, all linked to your employer Brand. 

  
  

• Look Beyond the "HR" CV: even better, remove the need for CVs. Use skills based hiring (If you’re set up for success for that) Great HR talent can come from unexpected places. They may bring a fresh perspective and valuable skills that a traditional HR background may not provide.

  
  

• Partner with Your Team: Don't go it alone. Involve your current team in the hiring process. They can provide valuable insights into the skills and personality traits that will complement the existing team. Don't just stop there. Business stakeholders? Get them involved. This also empowers your team and makes them feel invested in the new hire's success.

  
  

• Be a Talent Marketer: You are not just hiring for a role; you are selling your team and your company. Be transparent about the challenges and opportunities of the role. Tell a compelling story about your team's mission and how the new hire can contribute to it. Share what they might find challenging and ask them their thoughts and approach. Ask them what THEIR motivations are. Do they align with what you need? 

Employer Branding sign

Hiring for your own HR team is a unique challenge, but it is not an insurmountable one. By embracing our own advice and looking beyond the traditional, we can build a strong, effective team that reflects the best of what HR has to offer.

What's the biggest challenge you've faced when hiring for your own HR team? Share your experiences in the comments below!

We can help you hire for your teams in an equitable way. With our extensive network of HR talent, we know how to delve into the requirements and find the right match for you. Contact us for more information.