Whose values are they anyway?

I was reading this article Be Smart – Hire for the JOB not the Fabled “Fit” Written by Ian Welsh CHRP and it made me think that, as an HR Professional, there is much to be said for Ian’s article.

I have to admit to being someone who is very business practical so I remember having the same conversations that Ian speaks of many times.

I well remember managers saying, “For goodness sake you know what I want just get on and hire some one who can do the damn job, you know it will change in 6 months anyway”. Right?

Stop going on about this fluffy “HR”stuff, I don’t have time for all this fit for hire “gobbledy gook”.

Some passing thoughts and memories:

  • When you get a number of managers on an interview panel all looking for different priorities from the candidate and trying to figure out what the values mean in practical terms! (Been there done that).
  • When you ask employees to remember what the values are without looking at the back of their identity cards.
  • Try explaining values to external recruiters and ask them to give you a “feel” of what you are looking for, and how this impacts the job/business outcomes. Ask them which has priority fit or skill set. – no you have to choose!
  • Can the person do the job? How do the values “really” fit especially when there is so much “hot desking” contract work, interims, working from home not to exclude overseas based customer service employees?
  • So I am having this conversation with myself, that off course, the person has to fit. But fit what and who and then along comes this Dilbert cartoon (I did not put it on my blog), it would have been cool but they wanted $100 per month! It was all about values!
  • Anyway the very same moment that the Dilbert strip came in my email box – I mean it pinged the very same “ moment” that I am having this conversation with myself! Anyway. That is why I thought I had to write my thoughts rather then argue with myself!
  • I get it! There has to be a fit! And yet the creative and enquiring side of me asks is it with the job, the boss, the customer, the “organization” co-workers, is it for now, for the future, for all time. and so on. I know I can hear the “HR specialist’ say well it has to be all of the above! Duh!
  • So then I ask. What happens when the company changes owners, the current strategies change, and you the HR Manager is asked to get the list together and you start letting go great people doing their jobs extremely well? So much for “toeing the Values Line”. Fit for Purpose just meant that was for then!
  • I agree I yell to Ian (who wrote the blog) and my dogs! Where is the inclusiveness in all this “fit for purpose” stuff?  And who is evaluating and measuring the values outcome.
  • I am not in anyway suggesting you hire people who have no values or morals.
  • My point is simply be very careful who it is who you think is espousing them so haughtily and pretend to really understand what they are, and think that they carry them out. Devils in disguise! You have all come across them.
  • “Oh well I say to myself it was ever “fair in love, war, recruitment and values”
  • Just be aware of whose values you are aligned to.

The picture on my blog? Well I thought Tinker bell would be good – Reminds me of watch what you wish for!

Thanks and cheers! Look forward to your comments!


About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on December 7, 2010, in HRMexplorer Blogs. Bookmark the permalink. 2 Comments.

  1. Every single recruiter who writes will have something to say about how they hire. The truth of the matter is that it’s a gamble, especially in our current job market.

    You can paint a vivid picture of what life “in the day of a job” is like to a candidate and they’ll promise you the moon and the stars because they might be out of work. Fact.

    To broad stroke it, employment should be a mutually beneficial relationship — with both the candidate and employer getting something they want and providing something in return.

    What I see too often is that the candidate will present very well in the interviewing process but then not meet expectations after they’re hired. Is it a poor hire? Not necessarily. It’s a misrepresentation by the candidate.

    I’ve spent my entire career in small organizations and I’ve seen people coming from Fortune 500 companies struggle in a smaller organization where you’re required to jump in and wear a new hat, almost on a daily basis. The conditioning, working style, hierarchies, politics are all very different.

    In summary, whether anyone wishes to label it “gobbledy gook”… if the skills and experience are present, I trust my gut on the rest and gamble.

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