Is Your HR Leadership Regressing To The 1970s?

For those involved in talent acquisition who are old enough to remember the 1970s, Lord Monk’s warning in HR Magazine that HR risks regressing to that decade may have raised a few eyebrows. 

In the article Lord Monk highlighted three key areas which HR must address:-

  • Employment insecurity
  • Excessive executive pay
  • Growing inequality

He went on to identify an issue within today’s HR leadership which is ‘merely told what to do’, pointing to leadership which emphasises profits rather than people, areas which even the most sophisticated talent recruitment systems cannot mask.

This announcement coincided with an untimely Pizza Hut job advert for ‘decent, good looking’ girls which inadvertently seemed to add weight to Lord Monk’s claim. The advert in question remained on the company’s website and accessible through its e-recruitment channels for a week before it was removed, by which time the damage to the brand was done. (This was also an issue which could have been avoided with an applicant tracking system incorporating an ‘authority to recruit’ process).

Leadership begins with HR

The problem highlighted by Lord Monk appears to be one of leadership within HR which is echoed by by Josh Bersin of Deloitte. In a recent interview, he named the number one problem in 1700 of the world’s organisations as the ‘leadership pipeline’.  Following hot on its heels is the problem of retention and engagement which affects 75 to 80% of companies globally.

Resolve the first problem and, with the right systems and modern recruitment management software in place, the second will naturally fall into place but for many employers it’s easier said than done.

Creating positive leadership

To create good leadership organisations must:-

  • Define what positive leadership means to their organisation and work to develop those skills, fuelling a company culture which is transmitted across e-recruitment channels to engage with potential talent. Positive leadership traits include traits such as an ability to own up to mistakes, demonstrate passion, influencing teams and identifying the talent within an organisation, among others.
  • Support this culture with relevant systems across the company. This includes recruitment management systems which support HR’s role within an organisation.
  • Recognise leadership. As millennials begin to move into more senior roles, talent recruitment systems must also support their need for recognition for a job well done.

The tangible results of good leadership are high morale, high levels of employee retention and long-term company success and fulfilment of goals.

To see positive leadership in action we need look no further than Glassdoor’s Top 25 Places to Work In the UK for 2014.  Google tops the list both in the UK and the US, with  leadership that understands ‘the challenges facing the organisation’.

Bad leadership on the other hand, permeates the whole organisation, with a lack of company vision, poor communication and high levels of disengaged employees.

As HR seeks to emulate the leadership strategies of the most successful brands and create a ‘efficient, glorious and meaningful’ experience for their employees, sophisticated recruiting software will continue to play a pivotal supporting role.  Applicant tracking systems that support the creation of talent communities, identify the source of the most successful hires and underpin employee referral programmes are all part of this transition.

It sounds simple in theory but putting it into practice takes time, effort and consistent application.

Is your HR leadership regressing to the 1970s? Advorto’s provides recruitment management systems support the development of your leadership pipeline and identify your problems with retention and engagement.  Talk to us today.

You might also like to read:-

Talent Acquisition : 5 Ways To Improve Employee Retention

Don’t Let Deloitte Kill Your HR Department!

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