When applying for a new job, one of the most common questions candidates have is “Who makes the final hiring decision?” Many candidates assume the hiring manager is the sole decision maker when it comes to extending a job offer. However, the reality is that multiple people are often involved in the hiring process and influence the final outcome. So does the hiring manager truly make the final call? Let’s explore this question further.
The hiring manager’s role
The hiring manager plays a pivotal role in the hiring process. This person, who will be the candidate’s direct supervisor or manager if hired, is responsible for:
- Defining the requirements and responsibilities for the open position
- Working with HR and recruiters to write the job description
- Screening resumes and selecting candidates to interview
- Conducting interviews and assessing candidates
- Providing feedback on candidates throughout the hiring process
Because the hiring manager works most closely with the open position, their feedback and preferences carry a lot of weight in deciding which candidate should receive a job offer. They have significant influence over who the successful candidate will be.
Other decision makers
However, there are usually several other stakeholders who play a role in the final hiring decision. These can include:
- HR professionals: HR representatives help coordinate interviews, evaluate candidates, negotiate job offers, and handle onboarding. They provide an objective perspective and ensure all legal requirements are met.
- Recruiters: Both internal recruiters and external recruiters often screen candidates initially before presenting the best options to a hiring manager. Their assessments help narrow down the applicant pool.
- Executives/senior management: For more senior roles, the company’s executives may want to meet final candidates and have input on the hiring decision. They will consider company strategy, budget and team dynamics.
- Team members: For some roles, candidates may meet with future team members or subordinates to assess their leadership and collaboration skills.
- Outside specialists: External assessors may conduct skills or technical assessments, especially for specialized roles. Their reviews factor into the final decision.
While the hiring manager leads the process, input from others is vital to assess each candidate holistically and make the best possible choice for the company.
When does the hiring manager decide?
Most hiring managers are responsible for screening resumes first and selecting who is brought in for interviews. They will also lead all interviews with candidates. After the interviews, the hiring manager will provide their feedback to HR and senior management about how well each candidate interviewed and who they think is the best fit.
However, the final say usually comes down to the hiring manager working collaboratively with HR and company executives. The hiring manager makes a recommendation, but HR will review for budget, compensation, and regulatory issues. The executives then approve or deny the recommendation based on their own assessment.
The back-and-forth can take time as details are negotiated and factors beyond simply the hiring manager’s preference, like salary, need to be settled. There can be some compromise as multiple parties weigh in with their perspectives. While not the sole decision maker, the hiring manager’s voice matters most in identifying the ideal candidate.
What if the hiring manager disagrees with the final decision?
In some cases, executives or HR may overrule a hiring manager’s recommendation or have a differing opinion on which candidate is best. What happens then if the hiring manager disagrees with the final hiring decision? A few potential scenarios include:
- The hiring manager may be asked to conduct additional interviews or evaluate other candidates.
- The hiring manager could be persuaded to change their initial rating of a candidate based on new information from references or assessments.
- If there is no compromise, HR and executives have the final say on presenting a job offer.
- The hiring manager could potentially threaten to quit depending on how strongly they disagree with the decision.
Unless the hiring manager is willing to resign over the disagreement, they typically need to defer to executives or HR if there is disagreement on a hiring decision. While hiring managers hold a key role in the process and their opinions carry weight, they must collaborate with other stakeholders in most companies.
Key factors in the final decision
When a hiring decision is being made, what are the most important factors that influence whether a candidate will receive an offer? Here are some of the key considerations:
| Factor | Description |
|---|---|
| Skills and experience | The candidate’s ability to perform the required duties based on proven skills and qualifications. |
| Interview performance | How well the candidate presented themselves and their background during interview conversations. |
| Cultural fit | Whether the candidate’s work style and personality fits with the company and team culture. |
| Assessments | Formal skills, cognitive or personality assessments conducted by HR or external professionals. |
| References | Feedback from provided references on past job performance. |
| Salary expectations | Whether the candidate’s desired compensation aligns with the budget for the role. |
The hiring manager evaluates the candidate’s qualifications, but HR and executive input focuses on salary, culture fit and overall company priorities. All perspectives are key.
Does the hiring manager have the most power?
Given their close involvement throughout the hiring process, it’s natural to assume the hiring manager holds the greatest power in deciding job offers. But while they have a lot of impact, they have less control than many candidates expect. The full process involves checks and balances to ensure the right hire for the long-term, not just one individual’s potentially biased opinion.
Few companies today allow hiring managers to unilaterally make final offers. Executives want to ensure expensive hiring mistakes are avoided. HR provides an essential oversight role. And in some cases, bad hires reflect poorly on the hiring manager themselves.
Additionally, gender, racial or other biases can factor into a hiring manager’s perception of candidates. By including more objective HR assessments and executive-level observers, companies aim to prevent discrimination and increase diversity.
Limits on the hiring manager’s power
There are good reasons why multiple stakeholders have input on final hires, limiting the hiring manager’s power. Besides combating discrimination, other limits include:
- Budget restrictions on salaries from finance and executives
- Ensuring candidates satisfy legal and regulatory requirements
- Preventing unqualified nepotism or favoritism hires
- Seeking objective skills assessments from HR and recruiters
- Emphasizing company culture fit beyond functional skills
The hiring manager cannot make promises to candidates or negotiate offers independently. They are one voice at the table but not the sole decision maker.
Presenting a united front
While the hiring manager doesn’t have absolute power, it is still important to maintain a united front with HR and executives when interacting with candidates. Any behind-the-scenes disagreements should remain private. This helps keep the company’s reputation strong.
Candidates who are extended offers should receive consistent communication. It should not seem as if the hiring manager is fighting with HR leaders. Presenting mixed messages could dissuade the chosen candidate from accepting. And relaying internal conflicts to rejected candidates is unprofessional.
Keeping negotiations confidential
Here are some tips for hiring managers to maintain a united front during the hiring process:
- Keep all candidate evaluations confidential to avoid perceptions of favoritism.
- Be transparent about the need for executive and HR approval of any hiring decisions.
- Use discretion internally when disagreements arise to limit perceptions of discord.
- Have HR or recruiters communicate rejection notices to limit contact with disgruntled candidates.
- Focus communication with candidates on selling them on the role and company, not interpersonal conflicts.
Candidates may ask questions about the decision process. Hiring managers can note they have collaborators but emphasize shared excitement about the candidate joining the team.
Conclusion
Hiring managers serve as the frontline assessors of candidates for their teams. They screen resumes, interview prospects, and provide recommendations throughout the process. However, they must partner with HR, recruiters, executives and other stakeholders in the final hiring decision. Multiple perspectives ensure the best fit for the company beyond just the hiring manager’s preference.
While not the sole decision maker, the hiring manager’s voice carries the most weight. They drive the process forward. Mutual understanding of all parties’ priorities allows collaborative final offers. And presenting a united front maintains a positive employer brand. Hiring managers hold major influence but successful hiring requires compromise and teamwork.