Most people are still looking at 21st Century business through a 20th Century lens.
You can’t afford to do this anymore.
With a 20th Century Lens, you look at business in bits and pieces. With a 21st Century Lens, you look at how the pieces fit together.
Why is this difference important? Because when you see how the pieces fit together, you become able to see how to leverage those pieces into a multitude of accomplishments. This makes you and your organization swift and nimble — essential in the 21st Century.
Yet, most of the advice you get on the internet keeps you firmly entrenched in the 20th Century.
Case in point —
At ERE, Dr. John Sullivan parses HR into bits and pieces to arrive at the conclusion “Recruiting Has the Highest Business Impact of any HR Function.”
Read on …
Recruiting is only part of an overall HR strategy to make sure your organization has high-impact performers throughout.
Parsing HR into bits and pieces — and singling out recruiting — swings you away from understanding how HR can have the biggest impact on the organization.
HR’s biggest impact on the organization comes from cultivating an environment where people perform at their best … rather than focusing on recruiting ‘the best.’
It is futile to recruit ‘the best’ into an organization that’s not already populated with people performing at their best. The new recruits will quickly exit … or lower themselves to the prevailing organization standard.
There’s more. Your recruiting will be unsuccessful because your recruiters won’t know how to spot the true high-impact people. After all, they’re rubbing shoulders every day with low-impact people. This filters their perspective.
When you look at an organization in bits and pieces, everything — recruiting, managing talent, employer branding, performance management, leadership development, employee engagement, et al — suffers.
Related: the most important question recruiters must ask today
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Related post: the most important question recruiters must ask today
