The Backward HR Mindset On Hiring?
Loading ...While still hopping around different blogs, I bumped into a post from INTRAP that refers to a post from Work Matters. This is about the seemingly non relevant modern HR mindset.
So much has been said about the modern HR role, but it seems the modern HR has not responded enough to add value to the company and were even thought to be a stumbling block to innovation.
According to Bob Sutton:
Call it whatever you want, but as the war for talent seems to be heating up again, companies that fight it right will spend less time looking for solo stars and more time looking for dynamic duos, teams, and networks of people that have worked together in the past and want to work together more in the future. And perhaps it is time for modern HR practices to catch-up with the evidence.
HR may have all the reasons why she hires a solo star rather than the whole gang. But if HR is truly a strategic partner, then the sourcing mindset could very well deserve an overhaul?
What do you think?
If you find this interesting, subscribe to my feeds or
e-mail to get regular updates, or add this site to your Technorati Favorites.
To contact me, go this way.
You can follow the discussion here,
or by checking the email subscription tag, below the comment box. Thank you for the visit.
tip box
Comments
hi ,Iam planning to start my own recuritment company with few of my other friends in recruitment .Can any one please help me out with the tips , steps involved ,and the risks and costcutting strategies involved?
@ Landinn– you provided a better alternative. Pirating the entire team does not only pulverize the competition, it may also be detrimental to the organization, i.e. a power block to contend with.
@ Sarat– first and foremost, you have to be registered to operate legally in your area. An office to serve as your recruitment area, and of course the network to start with as your initial clients. Hope this help a little.
With a not-so-competitive salary structure, how can we hire the best talent out there?
Specially now that we’re competing with call centers for the fresh graduates market.
Hi Lazarus,
as they say, competitive salary is relative to the talent and the industry. however, in the Philippine context, where supply is greater than the demand (or mismatch of available supply against the need), would be employees just accept what is available.
I guess the article pointed out a possiblity of success and maybe they did succeed when they employed such a tactic. I agree that solo stars have distinct advantages as well. I believe such formidable teams started with solo stars as well. I experienced both scenarios in my previous companies and I’d defienitely say that both have their own pros and cons.
@ Lazarus - It’s a challenge to get the best if your offer is not as competitive. But salary is not the only thing to offer. I remembered back in college, a good number of my contemporaries chose to apply in a consulting which overworks and underpays their employees in exchange for growth.
Sometimes, i wonder if truly the real hr is practiced, many attimes one discovered that what is being thougths or provided for in theory difers in practice. How do one reconcile the two?
in the battle field, I suppose, theories are customized to adopt to the local situation. That is, if we are talking about disputable matters and not provisions of the law.
As a recruiter at a Fortune 100 Technology Company, I can tell you that sometimes we don’t WANT the whole team. If we should, by chance, feel that a whole team or even a company is worthy of our regard, sometimes either forging a strategic alliance or even a full acquisition is the answer.
Please also note that recruiting talent is the first step in the HR lifecycle, and often a predictor of a company’s success in the market.