Down here, I am. Find a ladder, I must…..
What do you get if you put a room full of HR Directors from across the world together? A debate on recruitment…….Well to be honest it’s not a World Cup year, all our economies are up shit creek and given the varying nations in the room “who started the war” probably wasn’t the best topic of conversation.
So with some of my erstwhile colleagues we started talking about the role of HR in recruitment. And to be honest I was out there on my own. Being British this is of course nothing new to me as when it comes to international relations we have a singular ability to do the “Johnny no mates” routine better than most.
The collective view in the room was that HR had a fundamental role to play in actively recruiting staff into the business. This was based on the assertion that we acted as a foil to the manager and brought to the party “special skills” in identifying talent and future potential. This was also compounded by the fact that they felt candidates liked to meet with HR as they got to see the face of the company.
My view? Well it’s not the above. I do believe that HR has a role in recruitment, but I believe it is to skill and train managers so that they can recruit successfully. There is an attraction piece where I think HR can add value, there is a process piece which I think it makes sense to centralise and there is an offer and “on boarding” piece which I think HR can support. Other than that, I struggle to see how we add value. To suggest that we have some Jedi like capability, “the force is strong in this one”, is just nonsense. There may be a number of leadership roles that would benefit from a broader input than just the functional line manager. But in general are we really adding any value?
Or are we instead doing this because,
1) We don’t trust managers and want to police their activity?
2) We aren’t skilled enough in other areas and therefore don’t have enough to do?
3) We like to believe that we have some seventh sense that raises us above mere mortals?