In recruiting for successors to valued employees, how much of the task can be delegated by the supervisor?
The selection process, in most companies, is really a de-selection process. The process casts a net designed to catch certain criteria and let others go. Whatever is in the net when you pull it up is your catch. You de-select from the catch until you find the candidate you want. Many managers leave this part of the selection process to the HR department or headhunter. Good as they may be, and good as your specs to them are, they could easily miss the best candidates. I usually recommend that the supervisor allow only the de-selection of candidates that don t meet a general picture of the criteria and then make the next cut themselves. Once this cut is made, the process is one that should be owned by the supervisor and his/her team. to top What about mistakes and promises? Mistakes will happen. That s why I recommend a probationary period (both for new hires and new functions) of not less than 90 days with the option by either employee or employer to go another 90 days before committing
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