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In Four Lines Of Text, We Can Show How Little Executives Consider “Talent Strategy”
I’ve been pretty vocal since I started writing this blog about how the whole concept of “talent strategy” — at least as upsold by executives — is kind of a farce. It all started when I got rejected for a gig ostensibly because of my hair in -23 degree weather, and then it continued as I started to realize the entire hiring process is a sale, people lie on both sides of the equation, and there’s no real tie between the idea of “learning” and the idea of “how to get a job.” In short, I’ve had a lot of come-to-Jesus moments on this blog — and sadly, here and there I’ve been criticized by my friends for them.
Every once in a while, I come across total bullshit articles that talk about “hiring with intention” — such as this thing — and I basically want to smash my laptop into 55 pieces. People don’t hire with intention. If they hired with intention, hiring wouldn’t come from HR. HR has been the wing of business “trying to get a seat at the table” for years. Decades, even. We’re in 2015 and still, very few organizations give a shit about HR. It’s a compliance/personnel function in the eyes of most senior leaders. (Not everywhere, but most places.) If we really cared about this whole concept of “talent strategy,” it would be managed elsewhere — either by department…
