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Flair vs Process who wins the world of Recruitment
It this wonderful world of Recruitment, there are always a number of ways of doing things, and lots of different ideal on what really makes things happen.
The HR people of our world tend to value the process side of what we do, but the sales side seems to favour the flair. Which is more important? and why?
I have my thoughts, but I'll save them up to see what the discussion does.
The HR people of our world tend to value the process side of what we do, but the sales side seems to favour the flair. Which is more important? and why?
I have my thoughts, but I'll save them up to see what the discussion does.
Replies to This Discussion
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Permalink Reply by VVoodrow on -
It really depends on a few things because both have their place, and both are necessary on each and every opening.
The process is important because it allows for all necessary:
steps to be taken
paperwork to be completed
hoops to be jumped through
However, if it is a hot order, with a short turn around, bring on the Flair...
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Permalink Reply by Ryan Neely on -
I think flair and process are equally important. Anyone can learn to execute a process. But in this economy, you need some extra pizzazz. Every company you work with needs to sound like the next best thing. Even if they are not.
-R
twenty20hindsite.blogspot.com
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Permalink Reply by Steve Levy on -
Process is more an issue of command and control - or perhaps standardization; creativity is typically not a part of corporate recruiting because it strains the command and control structure. Dan, I don't believe at all that HR peeps value the process side (even if they do ramble on about "models"); it's more the tradition of doing things a certain way. Not as if most leadership structures think any different than do the HR folks?
One solution is to teach recruiting in college and incorporate creativity studies into the program - I've been blabbing about this for decades: Art, philosophy (especially Edward de Bono and Mihaly Csikszentmihalyi), social psychology, probability/sadistics, etc. Another is to have talent acquisition a building block in every MBA/Executive MBA program and measure C-levels on TA results rather than cost control on processes.
It's a very complicated issue...
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Permalink Reply by Steve Levy on
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Dan, as a follow-up, in my daily Baseline Briefing came an article entitled, Innovate or Perish. Note where most associated with recruiting and HR fall with respect to the tips.
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