A rapidly growing technology start-up company with 200 employees forms a new team to handle...

The HR director should take a collaborative approach to resolve the disagreement with the recruitment director. This strategy helps in several ways:

Open Communication: By meeting with the recruitment director, the HR director can explain the importance of conducting background checks, especially in protecting intellectual property. This opens up a dialogue where both parties can voice their concerns and understand each other’s perspectives.

Building Trust and Cooperation: Engaging in a joint discussion fosters a cooperative environment. It allows both directors to work together towards a mutually agreeable solution, increasing the likelihood of successful implementation of the guidelines.

Finding a Compromise: This approach allows for the development of a compromise that addresses both the HR director's concern for security and the recruitment director's concern for efficiency. For example, they might agree to streamline the background check process to minimize delays.

Aligning Goals: This meeting can help align the recruitment team’s practices with the broader organizational goals, ensuring that all departments work towards common objectives.

References:

SHRM-SCP Exam Content Outline

SHRM guidelines on conflict resolution and strategic HR management