HR, are you really pirate zombie people stealers?

If you’ve worked in HR for many years now, I’m guessing you’ve had a similar conversation to the one below more than once right?

#tru conferences founder Bill Boorman  sharing the reaction from family member Frank when he’d obviously tried to explain what recruiters do!

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All industries come with their fair share of jargon and with HR we are perhaps the most guilty. We are the people people yet we use language that diminishes the very people who work with us.

  • People aren’t actually people according to us, they are resources or human capital
  • When we attract people into our business we acquire them like they are to be owned
  • We aggregate personal data on people using spiders that scrape websites
  • We employ headhunters searching for some sort of trophy animal to decapitate
  • We seek to control our workforce and retain them
  • We hoard and hide private databases thinking people are not already on every other database.
  • We seek to own talent data, not share it.
  • We make people redundant while simultaneously claiming this equals productivity
  • We say people work for us, not with us

Sound familiar?

Phrases like this reduce an individual’s presence to an object devoid of any personality or uniqueness. The biggest risk here is that we lose the connectedness of the relationship we need to have with our people. This is essential if we are to have any hope of them choosing to stay with us or join us in the first place. My rule of thumb is;

“If you wouldn’t want that language applied to you or the people you care about, don’t apply it to others.”

Or as industry leader Geoff Morgan puts it;

“Stop treating people like paperclips, putting them through procurement processes, a person is not a paperclip.”  

When we think like this, it has a direct impact on the experiences we create for people both inside and outside the organisation. The world of HR tech has increased automation while minimising human interactions wherever possible.

This has been necessary to help recruiters cope with the overwhelming number of applications that come through job boards. But it has come at the cost of the candidate experience.

In my recent interview with Greg Savage about the future of recruitment he said success will come to;

“Those recruitment companies that can harness technology and blend it with finessed, sophisticated influencing skills, they’ll get the best people and make more money than ever before.”

I’m a People Person

At LiveHire we are obsessed with building technology that humanises recruitment and HR, removing all the noise traditionally found in recruitment and creating moments where the perfect people connect with the right companies one-to-one, quickly and effortlessly on-demand.  One of my favourite ways of thinking about this comes from our Managing Director Antonluigi ‘Gigi’ Gozzi, who says;

“A technology platform only has life when there are people at either end.”

This is about humanising vs automating. And it this sort of thinking that has disrupted entire industries. Airbnb has humanised booking accommodation and Uber has done the same for transport with other services in their sights.

What we have found with building the LiveHire platform is that it all starts with helping our customers deliver an engaging human-to-human candidate experience, and placing people at the centre of everything, no questions asked. This means sharing, privacy, choice, and individual ownership of data. The results? Our clients are winning awards for it. The business results see them reducing their time to hire by up to 60% and cost to hire up to 40%, but that is simply a by-product.

Are you ready to be a Chief People Person?

Let’s have a chat on how we can help you too.

 

jargon