Art of the matter
I wrote earlier this week about recruiters and as I mentioned then, recruitment is not one of my favourite subjects. One of the things that really disturbs me about the scene is the seemed desire to try to make the whole selection process scientific.
Let me be clear. Recruitment is an art, it is not a science. It never has been a science and it never will….. You can tell me that there are predictive tests for this and for that and that you can psychometric my balls to within an inch of their life and heave them begging to be permanently removed, but you are never going to be able to create any form of selection process that is scientific.
How many times have you sat in a process and you look at the test results and they say that you should be recruiting candidate A, but everything in your gut tells you candidate B? Bad HR people recruit based on the tests, they tell managers to listen to the tests. And in reality that is probably a good thing, because they are crap HR people and therefore their judgment is also probably skewed. These are the guys that recruit the Normans….who sit in the corner shaking and eventually either blow up the Cafeteria or go off with long-term stress. “But their test results were so good…….”
Over thousands of years we as humans have learned to read people, to look at their gestures that non-verbal signals, their movements and twitches. If we spent less of our time worrying about which “competency based” bollock question we were going to drop next and more time watching and listening to the candidate and assessing them based on our own human instincts then we’d succeed in
a) Recruiting better people
b) Saving a shed load of money
c) Improving the candidate’s experience
d) Not coming across like a bunch of aliens who’ve had a sense of humour transplant
The perpetuation of this myth is essentially to keep the myriad of consultants and experts in a job, the people who tell you that they have developed “new and more accurate ways of assessing potential”. Think about it. If you really could design a foolproof way of doing this, you wouldn’t be selling it for thousands. You’d be selling it for millions. You’d have the major businesses in the world lining up to sign exclusivity agreements, not a bunch of salespeople with over shiny shoes, over strong cologne and the ability to replace three words with thirty.
The answer is to stop thinking and start to rely on your intuition, “Feel, don’t think. Use your instincts.” That, my friends is the path to being a true HR Jedi.