They use to call him Frank Sinatra because he always did it
his way. Trying to explain the importance of following the correct
procedures whether that be in recruitment, tackling absenteeism or
taking disciplinary measures was a frustrating experience. Old blue
eyes didn’t ask for advice and didn’t take it. Either that or he
would go round the HR team until he receive the advice he want to hear.
Mr Teflon so called because despite his involvement in a number
of troubled restructurings and failed projects no blame was ever
attached to him-nothing stuck.
If things don’t go to plan this senior manager isn’t going to carry
the can. If the restructuring has dragged on long past the original
time scale bogged down in appeals and disputes over redeployments then
he has no problem blaming HR for bad advise, being too soft or not up
to the task.
The professor. Not for them the standard JD or person specification
they have a long list of additional requirements for their ideal
candidate, trouble is no one ticks all the boxes so the post is re
advertised more than once. Either that or influenced by a recent
research paper on inclusivity they do away with desirable requirements
and have only the minimum essential requirements with the result there
is no way to short list down to a manageable number of candidates to
interview. What should have taken the one day put aside for interviews
turns into a week. The Professor has the right intentions but fails to
appreciate the need to be pragmatic. Never more so than when it comes
to Equality and Diversity. The desire for balanced interview panels
sets unrealistic expectations as HR are asked to put together an
interview panel balance in gender, race/faith, disability and sexuality.
Blair Mcpherson former Director ,author and blogger www.blairmcpherson.co.uk