Experts have been predicting an end to all the 3rd party agents supporting people to find jobs, and companies to find people.
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Culture fit has traditionally been a fundamental part of the recruitment criteria. However, more recently this element is being dropped.
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In this day and age, how can any hiring leader not be supplying timely feedback to people they have interviewed?
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HR has an unrivalled view across the organisation and regularly deals with serious and complex issues that have an impact at all levels.
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...look at this CV, this person has been working for 30 years, which is longer than I've been alive!
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Comments I’ve received from this group in this month alone include:
“You don’t know what you’re talking about so do yourself a favour and put my CV through your client if you want to make some money.”
“What a f*****g pile of s**t”
“Bog standard automatic reply, don’t know why you bothered you moron”
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Not everyone leaves their employment by choice...... Any kind of vagueness or glib explanation will only affect your credibility with the interviewer. Lying and fudging the truth will invariably be found out. Professional interviewers can spot B.S. from a mile away and their “gut instincts” are honed to spot any inconsistencies.
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As part of her interview answers, she regularly references (by name!) the people in her team and/or her business, who are poor performers and/or leaders. In fact, she cannot speak well of anyone in the organisation.
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At that company, where some of our workforce were struggling to afford to eat properly, pouring free booze into empty stomachs led to police and ambulance involvement, embarrassment and notoriety, absenteeism, and a veritable minefield for the HR team in the disciplining process
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I suspect we lose even more credibility, in the event we undergo a clandestine affair. As the guardians of company policy and procedure, and the champions for people risk - we are expected to be absolutely virtuous.
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What do you do when the IT help desk isn’t picking up your call? When the explanation over the phone from the support team just isn’t making sense? When you are struggling to translate the description of a thingy-me-jig to someone on the phone, who only talks tech? When you cannot continue effectively with your work until the tech issue is fixed?
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It is worth remembering that in many countries the obligations of an employer towards his or her staff is exactly the same as if that employee were in the office. Checks on health and safety, annual appraisals, remuneration and so on are expected to be the same no matter where the work is carried out
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....despite progress in the type of work we do and how we do it, and advances in transportation that enable workers can to come from even further away in faster time, we haven’t really made any real progress on the basic social model of work here/live there.
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Check into the job market, properly. It may well be that your skills which were greatly in demand in the foreign country, are not in demand in your homeland.
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...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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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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