Flair vs Process who wins the world of Recruitment

It this wonderful world of Recruitment, there are always a number of ways of doing things, and lots of different ideal on what really makes things happen.

The HR people of our world tend to value the process side of what we do, but the sales side seems to favour the flair. Which is more important? and why?

I have my thoughts, but I'll save them up to see what the discussion does.

▶ Reply to This

Replies to This Discussion

Permalink Reply by VVoodrow on November 14, 2008 at 1:10pm

It really depends on a few things because both have their place, and both are necessary on each and every opening.

The process is important because it allows for all necessary:
steps to be taken
paperwork to be completed
hoops to be jumped through

However, if it is a hot order, with a short turn around, bring on the Flair...

▶ Reply

Permalink Reply by Ryan Neely on November 14, 2008 at 1:20pm

I think flair and process are equally important. Anyone can learn to execute a process. But in this economy, you need some extra pizzazz. Every company you work with needs to sound like the next best thing. Even if they are not.

-R

twenty20hindsite.blogspot.com

▶ Reply

Permalink Reply by Steve Levy on November 17, 2008 at 8:08am

Process is more an issue of command and control - or perhaps standardization; creativity is typically not a part of corporate recruiting because it strains the command and control structure. Dan, I don't believe at all that HR peeps value the process side (even if they do ramble on about "models"); it's more the tradition of doing things a certain way. Not as if most leadership structures think any different than do the HR folks?

One solution is to teach recruiting in college and incorporate creativity studies into the program - I've been blabbing about this for decades: Art, philosophy (especially Edward de Bono and Mihaly Csikszentmihalyi), social psychology, probability/sadistics, etc. Another is to have talent acquisition a building block in every MBA/Executive MBA program and measure C-levels on TA results rather than cost control on processes.

It's a very complicated issue...

▶ Reply

Permalink Reply by Steve Levy on November 17, 2008 at 8:32am

Dan, as a follow-up, in my daily Baseline Briefing came an article entitled, Innovate or Perish. Note where most associated with recruiting and HR fall with respect to the tips.