Answer: Here is how the normal recruiting process works. The head of marketing and/or communications identifies a need to fill a position that is either a key hire or a direct report. The vacancy may be due to an internal promotion or a new job function replacing a prior role (social media opportunities may supplant more traditional media relations roles, for example.) If there is no need to approve additional headcount, and no job freeze, the hiring manager is ready to move ahead internally to begin the search.

At the beginning of the process, the hiring manager turns the search over to the internal recruiter or HR leader to manage the assignment. Project Management is in the hands of HR. Frequently, the hiring manager will not give a great deal of thought to that decision since that is the standard approach.

The job is posted, and the company complies with all legal requirements. By this time, a decision is made about how to search for candidates. Consideration about hiring an outside search organization is turned over to the HR team or made in consultation with the hiring manager. Decision-making authority is in the hands of HR.

The search is launched, and HR is responsible for executing and obtaining results. There is minimal oversight and accountability by the comms team. The HR contact does make an effort to report progress to the comms group. However, the report is informational and not used as a tool to manage the process. The comms team has very little leverage to change the way the search is executed. Is there a sense of urgency? Is there a primary focus on the goal and less on the process?