Monthly Archives: October 2005

Two recruiting blogs added ..

…to my blogroll. Blue Sky Resumes blog is for the candidate who’s looking for a job. Highly recommended by Gretchen ! Some great pointers on how to differentiate your resume from the crowd.

Hiring Revolution seems a blog with very high quality posts. Both for candidates as well as recruiters within organizations.


KM and OD – follow up

Piers looked at my earlier post on OD and KM and says:

But aren’t the insights KM bring to OD just as valuable? If you focus on the organisation and process too much, then don’t you squeeze the creativity out of your people, and with that, your ability to adapt?

I agree entirely. Good OD initiatives are focussed on unlocking the value that each of us as individuals gets into an organizational setting.

Jack Vinson and Terrence take the dialogue forward. In fact, the perfect sync between KM and OD will emerge if Knowledge Management systems emerge out of Organizational diagnosis.

The diagnosis must also go deeper into issues:

Why are people not sharing knowledge?
Is it an infrastructure issue or a will issue?
Are they engaged with the larger organizational ramifications? Do they care?
What drives groups in the organizations? Does a KM solution make sense?

Very often, the KM solution has to ‘make sense‘ to the organization. It should be the OD folks in the KM implementation team who need to bring their insight to the table. KM’s goal should not be tool implementation but final benefits of the intitiative – higher productivity and more creativity and innovation.

Speed in making a job offer

I have been talking to a friend of mine who works as a Compensation and Benefit manager in a big bank in the middle east. He wants to return to India due to personal reasons. So before he came to India he sent me his resume and asked me to look out for HR job openings for him.

I knew his interest lay in consulting and C&B and forwarded to some friends (in HR depts as well as headhunters) asking them to look at it.

Now, when he lands in India he has an interview call from a BPO operation of a huge financial services company. He goes through 3 rounds with various people from the HR group and they keep changing their mind. First they tell him that he’s being considered for a C&B manager position. Then they ask him “How do you feel about being a HR generalist?” and in his interview with the Recruitment head asks “Why don’t you join my team?”

Please note, no formal offer yet, and more rounds of interview scheduled.

Another organization calls him up one day, the recruitment head takes a telephonic interview, since the organization is in another city. Then the conversation ends with “Can you fly to our city tomorrow, we want to close it fast!” The day after next he meets them in the morning and by the afternoon he walks out of the office with an offer to join them as number 2 in recruitment.

My friend is bowled over by the speed of the second organization, and their professionalism, and the key to that impression is the respect the organization had for his time and their willingness to take a decision , fast!

For whatever reasons, recruitment processes in the first organization were long winded and making him meet a lot of people. The impression that my friend told me about them was “This behavior makes me think – are they unprofessional, or are they dis-empowered or both? And do I want to part of such an organization? I think not”

What are the messages that your recruitment processes give out to potential employees?

More from Branson

A few bloggers like Anita and Rob have been meeting Richard Branson and blogging about it. This post by Anita is a great insight into one of the most extraordinary entrepreneurs.

He describes his hodgepodge of 200 or 300 companies as a jigsaw, and says that he refuses to be held by conventional thinking about sticking to your knitting. Rather, he remains fluid in his thinking and does not rule out anything: “The more diffuse the company becomes, the more frequently I am asked about my vision for Virgin. I tend either to avoid this question or to answer it at great length, safe in the knowledge that I will give a different version the next time I’m asked. My vision for Virgin has never been rigid and changes constantly, like the company itself.”

The refusal to be held by conventional thinking. Now here’s an innovator in the true sense of the word.
That’s the thing that should be taught in today’s education system ! Not merely rote learning, but learning how to learn and unlearn !

Innovation blogs and some thoughts

Came across two interesting blogs focussed on innovation. Both are updated on my blogroll.

Broken Bulbs is focussed on Innovation around Taiwan, Korea, HK and China, and is maintained by Gordon Graham.

Innoblog is a group blog run by folks who seem to be intellectual disciples of Clayton Christensen.

On the same vein, Srikanth wonders what the heck is innovation consulting? Dave Pollard has some views (which I blogged earlier) on why innovation consultants have a tough time. Even the cph127 blog questions if Gary Hamel’s innovation consulting firm has anything new to offer. I don’t think so.