A false Sumo comfort - a failing HR in time of crisis

In the past few weeks, I have had many interesting discussions with several headhunters, HR managers and top management consultants. It could be perhaps sheer coincidence, but when discussing certain trends within the HR area and comparing these to the ideal world, all of them were in a strikingly similar agreement. One would say "well of course, as professionals they should be since certain matters depend on basic common sense". I could agree, were it not, that what they identified as being preferable, is - generally speaking - exactly the complete opposite of what is happening in today's HR.

Despite the fact, that we can find many indeed very useful articles and discussions on the internet, which sufficiently highlight certain pitfalls, hiring processes and managing staff development seems to be rather an area, which seemingly hardly any business fully understands. An astonishing paradox. But a paradox, which is not merely a philosophical chat around dinner table, but can potentially be of danger to your business, and therefore shoudl not be underestimated.

The current level of most (please note, I say "most" since there are some exceptions fortunately) HR processes is conducted by people, who do not have the necessary predisposition to control this. Not just that a junior HR assistant is doing an intake interview, just following a standard check-list, but the senior level hardly being concerned about development and having a feel for the feedback of staff. A check-list, no matter how well assembled by experienced people, is hardly a guarantee that the interview's outcome is indeed reflecting a correct image of the candidate. Is this to be blamed on the junior assistant? No, it's the management's responsibility. 

Management, on the other hand, seem to be over-indulged in either reporting and/or trying to blindly comply with the directives from above, mostly without any true responsibility of strategic ownership of the problem. Do you really believe, they will report failures as openly as you would wish? 

There is generally a false sense of security among businesses, believing that once a process is set, it is therefore functioning properly. Like a Sumo wrestler - the heavier he is, the most likely he will win. Not quite. For real Sumo experts will tell you, that even a lighter opponent, provided he has the agility, technique and a good sense of timing, is able to floor the heavier opponent - sometimes within seconds. 

When browsing through all possible HR related sites, it is striking, that most articles are about how the candidate should dress, how to answer, how to interpret the candidates non-verbal langauage, how a "professional CV" should look like, and so on. It is a bit alarming, that we focus so much on the candidate's presentation and hardly question the skills of our HR people: why is a capable and motivated candidate rejected? One can always find a list of reasons, but businesses should also be aware of many missed chances by rejecting the right people, who could have had contributed far beyond the companies expectations. Instead, they prefer to wait for another couple of months without a vacancy being filled. 

Recently, I came across a company, which was desperately looking for a person (on a strategical position). The company was not able to define precisely what they expected from the candidate, and perhaps half of the town's population went for an interview, with no success.

A poorly equipped HR, where people only carry out standard operating procedures (an in the long run become catastrophic for your company. Talking about the crisis is a lame excuse - especially now companies shoudl take heed and brace themselves. Without having properly competent, skilled and flexible staff, even the best leader/manager is worth nothing. Your staff and only your staff is your biggest asset - not an expense. Understanding their needs is essential.

Coincidentally, an interesting article appeared this week the Dutch media, where it clearly stated; businesses that are not listening to their employees are facing more problems. Management is not about making profits or sticking to forecasts. Forecasts should adequately be adjusted to the circumstances. Remember, it's not the dinosaurs that survived - rather the tiny mammals, who finally took over. See to it, you get really added value to your company and utilise the know-how. Not an obsolete abdstract inefficient rusty bureaucratic process. Please, show me more vision and good leadership.