They received over 3,500 applications. They did not have the time/energy/resource/whatever, to read them all. So too bad if the 100% perfect person was applicant number 3500.
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The stereotypes would have you believe these were venues for "secret mens business" where the chaps could cuss, burp, smoke like chimneys, drink whiskey in the morning and tell ribald stories at will whilst turning the wheels of power
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I haven’t run my stats on this but my guess is that despite our warnings in advance, four out of five HRDs fail the most basic of behavioural competency interviews.
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No running away and escaping. No crouching and hiding. The clock is ticking. The bell is tolling. It means standing your ground and fighting the good fight. You stand up and show your courage because you, your colleagues, your organisation, your community and the ones you love are very much dependent on the success of the Change Programme for your and their survival.
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The MD then called the candidate directly – explained that we’d have to cancel the final meetings as we couldn’t afford to match the other employment offer, but wished him luck in the other role. The candidate was bemused - no offer had been received and he wasn’t in other hiring processes!
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But I knew I wanted this particular person. So I told the candidate as she walked out of the interview room, that I thought she was great and I wanted her on our team. And 20 minutes later, I emailed her a detailed list of reasons on why we had to work together, and how I would personally support her through all the learning areas we'd already discussed at interview.
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Hiring managers are NOT looking for job descriptions or activities on your resume. Job descriptions are simply boring descriptions of the responsibilities of the HR positions you have held in the past. Today, that simply won’t cut it.
The language of business is dollars and numbers. Everyone wants HR folks who deliver impact and produce results.
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It means that companies ultimately make their hiring choices from people with the best CV's.....rather than from those in the "too hard" basket who actually might be the best people for the job. Unfortunately, using the CV alone as a key input for hiring decisions, has resulted time and again in a poor hiring match.
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It means a bottom gets on the seat sooner, to maximise delivery and productivity for the function. It means the company is never feeling "at ransom" in addressing performance issues for the fear of being left short of a key specialist. It means minimum disruption to the team and to the company.
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Today for instance, on LinkedIn we see that of 2,648 advertised jobs at HR Director level within the USA, only 6 are available for a part time work arrangement. There are 0 advertised jobs on that same site for part time HRD roles within the UK.
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Maybe you already use it as a basic courtesy to acknowledge the efforts of your social circle when you take the time to pen your gratitude for a gift, or for being hosted at a party or dinner. And with many of us leading crazy busy lives today, it might in fairness be a "Thank you" SMS or email, instead of the lovely hand written cards of old.
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Comments I’ve received from this group in this month alone include:
“You don’t know what you’re talking about so do yourself a favour and put my CV through your client if you want to make some money.”
“What a f*****g pile of s**t”
“Bog standard automatic reply, don’t know why you bothered you moron”
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Not everyone leaves their employment by choice...... Any kind of vagueness or glib explanation will only affect your credibility with the interviewer. Lying and fudging the truth will invariably be found out. Professional interviewers can spot B.S. from a mile away and their “gut instincts” are honed to spot any inconsistencies.
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I then observed a cafe with a sign in their window, offering free coffee and breakfast for anyone unemployed who was to attend an interview that day.
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Arguably we’ve already raised enough business leader astonishment and derision at our need for “Finance for HR” courses. You rarely see other functions getting called out for a ‘dummies’ approach to understanding business fundamentals, so stampeding to courses on “Digital for HR” may not be our best tactic.
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Many of us fear tests, having negative memories of them from our school days. However, if tests are part of the process for the role you want to be considered for, you'll have overcome your concerns.
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The interview schedule if it exists, doesn’t run to plan. The candidate is jumping through hoops to show interest, but it’s a one way love affair – the candidate answers a bunch of detailed questions about themselves but gets minimal chance to ask probing questions of the company interviewers.
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Digital transformation is being bandied about as the answer, and technologies such as Blockchain are being considered for automating a range of tasks which would instantly free up the time of HR departments around the world.
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