I keep bumping into people who are completely uncool. I swear there are some who have not realized that our function is not called Human Resources anymore. We are about Talent Management. You do not hire fellows anymore. And you get a minus 5 if you think that it is the folks in Staffing or Recruitment that give you jobs. That department is now called Talent Acquisition.My friend Prof Madhukar Shukla says that the term “Human Resources” tends to dehumanize people and views the employees as one of the factors of production at par with land, capital or enterprise. I explained to him that for a while the trendy things was to refer to good ol’ employees as Human Capital or Intellectual Capital. That must have made communication difficult. Imagine someone saying, “I will join you for lunch at the Human Capital’s Cafeteria”. Just now as we speak the new term of endearment at the workplace is “Talent”. Even those employees who can best be described as possessing only enthusiasm unfettered by talent are also now walking in the workplace with a swagger. Everyone is behaving like the little monarch who needs constant attention and fussing only so that they stay on your payroll and do not walk away for a 40% pay hike. Now that there are no more employees left in the workplace, just raw “talent”, the rules of the game are changing.Talent is defined as an “endowment or ability of a superior quality”. It is an innate ability to accomplish stuff that is beyond the ken of an average person. The person in charge of Talent Acquisition is impacting your business way beyond what you realize. Hire the wrong people and that not only impacts morale, but also impacts your firm’s competitive edge. Hence the task of the interviewer is to spot such talent and lasso them in to the organization. This is not a job for the faint hearted. When a sports coach goes from village to village to spot children play street football, they see a large range of players and then spot that exceptional person who goes on to become the next God of Soccer. You need to have that soccer coach in your organization who can sift through a million resumes and
sit through numerous interview meetings until they find the person who has that ability of a superior quality.This is a vital job. So do not leave it to an ape who hires your next CFO by asking deep probing and dumb questions like, “If you were an animal which one would you be?” These questions may be cute conversation starters if you are trying to make a quick impression at the office party, but do not use it for choosing talent. Make sure that the person entrusted to spot talent is trained to look for gems amidst millions of badly written resumes. Talent Spotter has to be able to look for the right fit without getting distracted by glib talk. So before you look for more employees … er… talent to hire, make sure you have the right person in charge of Talent Acquisition.See you for coffee at the Talents’ Cafeteria of our office.
sit through numerous interview meetings until they find the person who has that ability of a superior quality.This is a vital job. So do not leave it to an ape who hires your next CFO by asking deep probing and dumb questions like, “If you were an animal which one would you be?” These questions may be cute conversation starters if you are trying to make a quick impression at the office party, but do not use it for choosing talent. Make sure that the person entrusted to spot talent is trained to look for gems amidst millions of badly written resumes. Talent Spotter has to be able to look for the right fit without getting distracted by glib talk. So before you look for more employees … er… talent to hire, make sure you have the right person in charge of Talent Acquisition.See you for coffee at the Talents’ Cafeteria of our office.
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