What if HR and the employing department disagree when selecting talents?

I don't know if you are HR or the employing department. This question is related to your position and the position level of current talents. The lower the level, the easier it is to recruit, and the higher the level, the harder it is to recruit.

If you are an HR department, if the employing department wants to hire but you don't recommend it, I suggest you respect the needs of the employing department, but you must put the ugly words (or should I say reminders) first, and inform the other party of your concerns and problems, and it is best to use something such as email as evidence. While evading relevant responsibilities, it also lets the other party know some non-technical problems and situations of the person, so that the employing department can adjust its work according to the situation. The higher the position, the more necessary this communication is.

If it is an employing department, it is necessary to weigh whether the position is difficult to recruit (that is, the level of the position). If it's a junior position and it's easy to find a replacement, then I suggest you listen to HR's opinion. After all, the HR department will consider many factors, not just the hard work. If it's a senior position that is difficult to recruit, or a position with tight time requirements (there is not much time to find a replacement), you can stick to your own opinions and recruit this person first, but you must fully listen to the opinions of HR, and their suggestions will help you understand this person more comprehensively. After knowing some specific situations of this person, you can also better arrange work for this person, adjust cooperation personnel, and better promote cooperation and communication in some things. Of course, if some opinions given by HR involve some core quality problems of this person (such as personality, turnover rate, etc. ), then you can also inform HR to continue recruiting candidates.