Rethink HR !

By | 2018-08-28T16:17:41+00:00 10 September 2018|Human ressources|

This article was inspired by Stephane Mallard’s excellent book “Disruption” *, which was my favorite reading of the summer. I will repeat here several elements that echo my own professional experience within a large group.

  • According to the author, the first mistake of HR lies in recruiting profiles according to specific academic criteria : a degree, a school, a training or minimum academic results. The excellence of a candidate is sought through a smooth academic course, without mistakes, during which all the boxes are checked, if possible with the best possible results. The concern of these “excellent candidates” is that their career reflects obedience to standards, compliance with rules, a capacity to think in a certain context and risk-taking. But the disruption requires precisely the opposite : disobedience to norms, a circumvention of the rules, the desire to leave the frame of reference, to ask new questions, to have another look instead of focusing on solving existing problems.

Many executives proudly display their school membership on their Twitter or Linkedin profiles. Conversely, some young entrepreneurs mention “college drop out” on theirs like some big disruptors like Steve Jobs, Bill Gates, Mark Zuckerberg or Travis Kalanick (Uber), they all like them dropped their studies , took risks to start something else ..

Thus, the school does not form the disruption but reward those who follow the codes.

Instead of recruiting smooth-running profiles, companies must look for  “hybrids” , those who have followed studies by taste and desire, like those who have done so to please their parents or to society. The self-taught are also excellent profiles because they are not formatted by part of an educational structure, methods, thought of his discipline and his teachers. Their place in a company is therefore invaluable.

  • The second classic recruitment mistake is that a candidate’s competence is justified by his CV, training and past experiences.

So to recruit for example a community manager on social networks, a traditional company will look for a former Community Manager or someone with experience related to digital; to recover a company in difficulty, it will look for a former manager / former executive of the same sector of activity, likewise for a commercial director.

While if they were more interested in concrete , for example for the Community manager, simply look at the number of followers he has on social networks to detect his ability to federate Internet users, irrefutable proof of his competence. Similarly, to recover a struggling company, an executive experience is not enough, as evidenced by the error of Yahoo by recruiting Marissa Mayer, former vice president of Google, who resigned in June 2017, following his Yahoo’s failure in the recovery when she was previously an excellent leader at Google.

The reason for the diplomas and CVs is that they do not demonstrate good technical and rational skills.

  • According to the author, the diplomas will be replaced by precise and international micro-certifications(delivered by the MOOCs). They will certify specific fields such as philosophy, literature, biology … but also human qualities such as empathy , the ability to negotiate , to make decisions, to express oneself, to convince, to be creative … In the long run, we will all be rated by our peers, like Uber drivers and restaurants via apps, on everything we care about, can even be up to the micro-details of our personalities. The CV is dead, it will be replaced by algorithmic notations that will attest and cross our abilities and our real skills.

If you wish to share your experience, do not hesitate to leave your comments.

In the meantime, ThKs is an ultra-powerful tool at your disposal to boost your career and highlight your talent. And who better than your customers to talk about it? Register on thks.live  and send us an e-mail on team@thks.fr to receive your communication kit (how to talk about ThKs to your customers). Everything is 100% FREE!

Our desire is to create a better work environment based on trust and recognition of effort and commitment. Valuing the know-how and know-how that make each of us unique and value-creating rather than the overall performance of the company. Thousands ThKs again to Stephane Mallard for his ultra-inspiring work.

 

Disruption of Stephane Mallard –Disruption is not just for tech start-ups: it’s universal and we have not seen anything yet about its power to transform our lives and societies. Everything is disruptable: the companies, their products / services, the customer experience, but also our organizational models, our ways of learning, to communicate, to work, our representations of the world, our values ​​and even our own body. In this book, a broad spectrum of the impacts of this disruption is discussed: both technological advances (artificial intelligence, intelligent assistants, blockchain …), changes in organizational models (end of the wage system, hierarchies, company that produces in secret, new open-source and collaborative models …) and changes of benchmarks (valuation of the experience, signal theory and transparency as proof of quality / reputation for individuals and companies, end of the value of knowledge in favor of trust). Valuable leads are given to disrupt oneself instead of being disrupted (mentalities, methods and behaviors of entrepreneurs, techniques of Californian start-ups, recent discoveries in neuroscience …). Without language of wood, in a free and exciting tone, this committed book by a writer of the Y generation decodes the dynamics of disruption. By mixing descriptions, analyzes, illustrations and perspectives, he gives the keys to understand this world that is being born, not to fear it, and to engage in it, so that others do not build it for us. end of the value of knowledge in favor of trust). Valuable leads are given to disrupt oneself instead of being disrupted (mentalities, methods and behaviors of entrepreneurs, techniques of Californian start-ups, recent discoveries in neuroscience …). Without language of wood, in a free and exciting tone, this committed book by a writer of the Y generation decodes the dynamics of disruption. By mixing descriptions, analyzes, illustrations and perspectives, he gives the keys to understand this world that is being born, not to fear it, and to engage in it, so that others do not build it for us. end of the value of knowledge in favor of trust). Valuable leads are given to disrupt oneself instead of being disrupted (mentalities, methods and behaviors of entrepreneurs, techniques of Californian start-ups, recent discoveries in neuroscience …). Without language of wood, in a free and exciting tone, this committed book by a writer of the Y generation decodes the dynamics of disruption. By mixing descriptions, analyzes, illustrations and perspectives, he gives the keys to understand this world that is being born, not to fear it, and to engage in it, so that others do not build it for us. methods and behaviors of entrepreneurs, techniques of Californian start-ups, recent discoveries in neuroscience …). Without language of wood, in a free and exciting tone, this committed book by a writer of the Y generation decodes the dynamics of disruption. By mixing descriptions, analyzes, illustrations and perspectives, he gives the keys to understand this world that is being born, not to fear it, and to engage in it, so that others do not build it for us. methods and behaviors of entrepreneurs, techniques of Californian start-ups, recent discoveries in neuroscience …). Without language of wood, in a free and exciting tone, this committed book by a writer of the Y generation decodes the dynamics of disruption. By mixing descriptions, analyzes, illustrations and perspectives, he gives the keys to understand this world that is being born, not to fear it, and to engage in it, so that others do not build it for us.

 

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