When recruiting becomes a complete waste of time, effort and cost!

You’ve got the full support and stakeholdership of the CHRO, AND BEST resourcing leader, strategic workforce planning outcomes, resourcing target operating model, recruitment business partners, researchers, representation at conferences and seminars to share and acquire best practice, employer brand, employee value proposition, talent pools, job descriptions, career site, attraction strategy, digital / social recruiting channel ecosystem, mobile strategy, recruiting CRM, applicant tracking system, recruitment process, hiring manager maturity model, interview strategy, assessment process, offer and screening process, candidate experience, onboarding process, integration with your amazing core HR technology solutions, and everything else your optimum resourcing strategy includes to hire the very best people, which collectively costs you £millions per annum!

But some great people still don’t apply, and some of the people you recruit leave almost immediately, or stay and don’t achieve 100% productivity before leaving! Why?

I gave 100+ talent leaders at Talent Leaders Connect the answer yesterday, when I highlighted that sub-optimal working conditions, environments, relationships and behaviours, created by the existence of unhealthy levels of workplace and workforce stress, can undo all the sensational work they, and their supply chains, are all doing to bring the very best emerging talent to their organisations!


I use the example with Mo Farah and Usain Bolt!

With the right contacts, reasons, message, approach and offer, you could get one, or both, of them to run a race for you.

Ask them to run it on an Olympic grade track, at the optimum altitude, with the latest sports and footwear, in perfect running weather conditions, and they will deliver for you.

Ask them to run through a field, two feet deep in squishy mud, in the pouring rain, in loose welly boots, with a heavy and uncomfortable rucksack on, and they will of course be sub-optimal, or may even decline to attempt it.

Oh, and they will tell their network about the situation, so you’ll never be able to attract an elite athlete into conversation again.

So if your organisation suffers from unhealthy levels of workplace and workforce stress, most of which is employer demand, process and people driven, expect the very best people not to want to join you, not to perform if they do join you, and especially with regard to emerging talent, leave you quite quickly because they can!

I’ve specialised in attracting best people to organisations for 20+ years, and have strengthened and expanded my interest and capability in the last two years to incorporate how best to attract, optimise and retain them, by treating and evolving the business, not the people you have just hired.

It’s now possible to accurately diagnose, remedy and prevent problematic stress in the business, so if you are worried that some of your time, effort and/or budget is being wasted because you are landing people into a sub-optimal workplace, plus you are experiencing productivity, risk and culture challenges, please feel free to contact me.

I can optimise your resourcing investment, ensure the best people stick and demonstrably increase people and business performance.

Colin.

Never ask what the best Resourcing or HR Technology is

If someone tries to answer this or a similar question immediately after being asked it, run to the hills.

Because it’s the equivalent of asking a doctor to diagnose a patients’ illness from a picture of them in a grainy holiday snap from distance!

There are so many things that affect the answer, for various reasons. Here are just a few of them and if you want the reasons, let’s chat.

  • What type of business are you?
  • Is the business buoyant or in distress?
  • How is the business structured?
  • How is the business perceived by the outside world?
  • What are the business, resourcing and people objectives?
  • What is the DNA of your existing people?
  • What are your ongoing Talent needs?
  • Where does the business truly sit on diversity?
  • What is your current Resourcing and HR Technology stack?
  • What is your current approach to business, IT, data privacy and reputational risk?
  • Who is going to embrace change and who is going to resist?
  • What is the current level of internal capability to change?
  • ……. my list goes on……

As the ex-Group Head of Resourcing and HR Systems for the worlds second largest private employer, “What is the best Resourcing or HR Technology” is the question I get asked most, and you can now imagine the construct of my polite response. You may have already had one from me!

Businesses get the technology they ask for. If questions are not asked and adequately explored it’s no surprise the downstream conversations amongst the user base are negative and critical. Yes that could mean a failed project.

If you want to get the best and right answer for your business I’m currently available to support.

If you want to ask me “what the best Resourcing or HR Technology is”, expect a polite response from the hills somewhere as I will be running at pace!

All the very best.

Colin.