Check out the new book by one of our favorite authors Peter Psichogios

Leading from the Front Line: Learn How to Create Exceptional Customer Experiences.

Click here to learn more about Peter's new book!

Hello I am a Recruiter’s Worst Nightmare

Interesting pronouncement but I assure you you that it did not come
from my mouth to heaven’s ears. Several years ago when I thought about
trying to return to the full time corporate side of HR a seasoned
recruiter made the comment after looking at my resume. He was basing
this on the fact that since graduating from college I have been in a
number of positions within a number of industries. But the statement is
more telling of the state of the recruiting industry then it is of my
skill sets.

Let me explain that a little more. The typical
recruiter today works with blinders on when looking at the candidates
available in the workplace. If they are not currently in a position
(i.e. passive candidate), they discard them. If they don’t have the
skills from a particular industry they are out. If they don’t meet this
preconceived notion of what the ideal candidate looks like you are out.

The
journey towards corporate excellence and innovation is grounded in
diversity of ideas, skills and actions. When we concentrate on trying to
fit a square peg into a round hole it plain does not work. As the
economy begins its turnaround and a majority of our human capital assets
are beginning to consider jumping ship it is critical that both
internal and external recruiters change their focus.

The Toyota
Corporation has taught us that when you hire for skills rather than
industry match you find a larger audience for your talent needs. As described in Jeffrey Liker’s book Toyota Talent
when they opened their plant in Kentucky they looked for people who had
the required Key Performing Indicators not necessarily industry
experience and the results were as good as they expected. Consider
something as simple as creating an excel spreadsheet for recording data.
The steps are the same as if you were creating one for a manufacturing
environment or a healthcare environment. The skill is the same no matter where you work. The same can be said for management skills.

So
when the professional recruiter said to me on that day back in time
that I was his worst nightmare, he was short changing both the economy
and his client. I am fully cognizant of the fact that every industry
believes that there are certain skills that apply only to their
industry, but in fact it has been proven over and over again that our
human capital assets through their career obtain skills that are
transferable across industry lines. The next time you decide to try and
fit that square peg into a round hole, stop for a moment and think about
whether you are truly giving your organization a chance to grow or are
you content to keep in the same pigeon hole you have always worked in. I
get it that there are some position skills that do require specific
skills ( i.e. an auto mechanic or a surgeon) but for the most part we
all bring valuable skills to the table and each individual given the
chance can show how they can benefit your organization with the
accumulation of skills they have acquired during their careers.

The Beatles had a song in which one of the lines was “Give Peace a Chance”. Turn it around and ask yourself whether you can give a prospective talent a chance to thrive in your organization.

0 Comments

Leave a reply

©2016 Human Capital League Your business online - made simple!

Log in with your credentials

or    

Forgot your details?