By Lisa Matomola
“HR already knows who they want.”
If I had a dollar for every time I heard that, I would probably retire early.
Almost each week, I come across assumptions about HR on social media. The comments are predictable: “HR has favourites.” “The position is already taken.” “They only hire people they know.”
In recruitment, HR professionals are often cast as gatekeepers standing between job seekers and opportunity. Yet what most people never see is what actually happens behind the scenes — and more importantly, who actually makes the final call.
What HR actually does and does not do
This points to one of the most persistent misconceptions about Human Resources. Many people believe HR chooses who gets hired. In most organisations, that is not how it works.
HR’s role in recruitment is to coordinate and facilitate, not to decide. HR professionals manage the end-to-end process: working with hiring managers to define the role, developing objective selection criteria, advertising the position, screening applications, arranging assessments, and facilitating structured interviews. They conduct reference checks, ensure compliance with labour legislation and internal policies, and advise on best practice throughout.
The final hiring decision typically rests with the line manager or a selection panel not HR. HR’s role is to advise on the process, ensure fairness, and make certain the decision is grounded in the requirements of the role. When HR recommends a candidate, it is as a professional adviser, not as the decision-maker.
This distinction matters. It means that when an appointment is made, HR has served its function by ensuring the process was fair, structured, and legally sound.
The internal candidate conversation
There is another dimension to recruitment that rarely gets discussed openly, internal candidates.
Yes, in some cases, an internal candidate may carry an advantage. They know the organisation. They understand the culture, the systems, and the people. A hiring manager may already have observed their performance firsthand. That familiarity is not automatically unfair, in many instances, it reflects genuine insight into who is best placed to succeed in the role.
However, many organisations have policies that require positions to be advertised externally, even when there is a strong internal candidate in mind. This is deliberate. External advertisement broadens the pool, introduces fresh perspectives, and ensures the organisation is not making appointments in a vacuum. It also protects the integrity of the process. A role advertised externally and filled through a rigorous process, even if the internal candidate ultimately succeeds, is a decision that can be defended. One made quietly, without competition, often cannot.
So when you see a vacancy advertised and suspect the outcome is already decided, consider that the organisation may simply be doing what good governance requires, testing the market, widening the pool, and ensuring the best available candidate is found, whether they come from inside or outside.
Why perception gets clouded
Recruitment is an emotionally charged environment. Every applicant hopes to succeed. When they are not shortlisted or selected, it is often easier to assume unfairness than to accept that another candidate may have been a better fit.
This does not mean recruitment processes are always perfect. Bias can exist. Poor practices do occur. There are organisations that still need to improve transparency and accountability. But for most HR professionals, the goal is straightforward: help the organisation find the right person for the right role, through a process that is fair, defensible, and aligned with long-term business needs.
HR is not just hiring for today. Every appointment influences productivity, culture, customer service, and employee engagement, sometimes for years. That weight is taken seriously, even when it does not appear that way from the outside.
What job seekers should focus on instead
Rather than asking whether HR has favourites, a more useful set of questions might be:
- Does my experience genuinely align with what this role requires?
- Have I demonstrated results, not just responsibilities in my previous positions?
- Is my CV tailored to the specific requirements of this vacancy?
- Am I adequately preparing for interviews, or simply hoping for the best?
- Am I continuously building skills that are relevant to the roles I am targeting?
In today’s job market, qualifications alone are rarely enough. Organisations are looking for people who can demonstrate competence, adaptability, and a track record of delivering results. A strong application tells the story of what you have done, not just where you have been.
The bigger picture
The next time you see a vacancy advertised and feel the urge to assume the outcome is fixed, pause. Consider that behind that advertisement is likely an HR professional coordinating a process designed to be fair, working within organisational policies, advising a panel, and ensuring the decision is made on merit.
The final choice may not be theirs to make but the quality of the process is.
Because despite what the comments say every week on social media, HR is not there to keep people out. We are there to make sure the right people get in and that when they do, it is for all the right reasons.
