...apart from getting everything wrong it is hard to see how operational HR alone can actively change the way a business works or how it changes and grows.
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Mandela was the first to admit that he got a lot of things wrong during his ‘long walk’ but the balance of opinion seems to suggest that as a leader he generally got more things right than wrong. He didn’t always do the popular thing....
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Find fun. Amuse yourself with B.S. bingo (heavens knows recruiters alone are full of it). Giggle at the nonsense written in job ads and job descriptions. Reward the achievement of your goals with fun activities (seriously – why shouldn’t you treat yourself for your HR job searching efforts.
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Curiously, the only jobs in most corporations that often go to complete outsiders are the very top jobs precisely because they need innovation and different thinking at that level. There are countless examples of the chief executive being appointed from outside the hiring sector, often to the great advantage of the organisation.
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...employers are saying ‘we need graduates’ for any and all jobs and will only consider employing people if they have a minimum of a media studies degree from the university of the middle of somewhere.
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We have bred new generations of HR professionals who don’t have any of the fundamental knowledge or skills that have been the traditional bread and butter of HR.
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...always, always, always work with the best people you can find. They’ll improve the performance of your business and improve your performance as well. Don’t hire “yes men” who won’t challenge you because they won’t challenge anybody else.
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Everyone grumbles about the cost of executive search. Both I, and most of my senior colleagues have long complained about how much search firms charge and the way those fees are structured....
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Aside from the sheer volume of people to be filtered through, how do you identify from a blog or emailed cv or online profile, whether a person has genuine motivations to join your company? How do you know the reality of their skills match the profile/CV? How do you know their potential for cultural fit?
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