Well, as ever, BadConsultant has been busy rewriting rule-books, upsetting applecarts and dreaming the impossible
[the future is a glorious place]
in order to make it real.
Our latest foray in re-righting corporate abnormality?
For the first time, recruiters can access a simple, impartial measure of candidate and hiring manager confidence in the hiring decision at the point-of-hire.
[pause… let that sink in…]
All right, we’ll explain.
Here is the recruiting cycle:
Depending on company and/or recruiter, different stages of the process take precedence – often in synergy with the business being supported. So, for example, in research organizations, much is made of the data from assessment and the selection decision
[boy-oh-boy do scientists LOVE to pore over resumés]
whereas in sales recruitment, it’s all about volume and the close
[cue Alec Baldwin – do I have your attention now?]
But so long as the role gets filled, everything’s just fine and hunky-dory.
That’s not good enough, not any more. We wrote a piece for ERE Expo a couple of weeks back that covered the subject of recruitment effectiveness – you may want to head over and read it, though
[as you’re likely an executive who is far too busy and important to spend time reading anything longer than three bullets on the last slide of a powerpoint presentation]
we’ll summarise here:
The business world is changing, and HR is failing to keep up with the changes. In the world that’s developing, if you are a recruiter, you will be judged on the outcomes created by the talent you hire.
What does that mean for all of us in the talent and organization capability business?
Putting someone in a job isn’t success, putting the right person in the right job at the right time in the right way is success. So we recast the cycle above, introducing some terms that aren’t common lingo for the average recruiter:
- Organization capabilities
- Workforce plan
- Talent management
- Talent management
In truth, the recruiting cycle is a wholly contained aspect of the talent cycle and can no longer be hived off into a perceived ‘second-class’ citizenship within the HR function. The talent cycle above will increasingly become the frame for hiring decisions. And recruiters will have to expand their scope to consider what happens after the decision to hire.
So, the hiring decision is no longer:
“have we found a person capable enough to do the job in hand”
[summarised in some quarters as could/would they do the job without pissing off too many people]
“are we hiring a talent who will be willing to perform and grow to meet the evolving contribution our company makes to society”.
Do you see the difference? Are you ready to make that difference?
Measuring both candidate and hiring manager confidence in the hiring decision is what DidWe.net is all about – it’s impossible to measure absolute recruitment effectiveness, but confidence in decision bridges the gap between recruitment and performance
[and it should go without saying that we’ll be pleased to submit a statement of work to help you analyse the gap and what you can do about it]
You can read more about what and how we do that at ‘Why DidWe.net?’ – and though BadConsultant is known for
[some would say gallows]
humour, we’re dead serious about the approach and toolset at DidWe.net – so serious in fact that we’re offering free lifetime use for the first 100 members to sign-up and actively use the system. Those seats are filling fast, so if you value your top and bottom lines, you want to get over there NOW and sign-up.
Meanwhile, here at BadConsultant Towers, we’ll be back to normal service very soon – getting ready to illuminate the preposterous notion that managers are your very best coaching option