Why Law Enforcement Must Revamp
the Human Resources Departments
Most treat HR as the wicked stepchild, it is a goldmine really!
by Nick Ashton, CEO/CTO, CommSmart Global Group of Companies
Conversation after conversation, opinion after opinion and written ‘Blah’ keep HR locked away and ill-informed in most cases. Of course there are some that shine, sadly very few!
Since the HR inception in the Industrial Revolution they do the same thing day in and day out. Hire, fire and deal with staff issues, normally connected to health insurance questions.
Law enforcement requires an internal HR department and completely move away from outsourced recruitment services. It is knowing the hires passion, competencies and sub-conscious that is vital and has been exposed over the last two years to all of our detriment.
The HR department must stop being viewed as the ‘Redheaded Stepchild’. Sure, it is not profit center in C-Level or the Board’s eyes. Wrong! It is the vehicle to propel you forward to meet your Key Issues. Your growth with the right employees, the molding of existing individuals with education and training.
Resumes and to-date education are not the means to hiring in today’s social anti-social world. Most resumes are written for the specific job. You do not know the soft skills of the candidate. Hard skills can be trained, soft skills are the inner working of an individual. Many are rejected without you even knowing their ‘real capabilities’.
As I was informed the other day, software and algorithms will not solve the issue on their own. Correct, if it was a ‘run-of-the mill’ program, typically written by a software house with no knowledge whatsoever of the subject matter or never asked the right people, the right questions in the first place, then that would be true.
ZoooMeee Blue © is totally different and is not a toy from the 1980’s or some indigenous Australian musical instrument! It is a solution that goes far deeper than HR has every gone before. Simple, logical, a vast improvement on what is in place worldwide today within law enforcement.
Call it what you want, it is not the name that does anything, it is the application and the proven solution! As we speak, it is in use in Europe and runs a nation’s unemployment programs successfully. Reducing the welfare rolls and putting people successfully back to work.
It has changed corporations in understanding what they have been missing all these years, with companies who are matched with applicants with their passions and competencies for the vacancy.
They are telling us it is a Millennial Revolution and they are making up over 38% of the workforce. With their solid social media skills they know what they want and certainly think outside of the conventional HR box.
That is why the standard issue resume is not for them, they socially and business wise live and breathe the Internet of Things. It is more about their softer skill set, though still understanding that hard skills are important.
The stats show they would rather work for a smaller company of around 100 employees.
Searching for jobs is an everyday occurrence for them, it has proven that the old ways just does not work for them! These are different people with skill sets to match and it is the employer that must search for them.
ZoooMeee Blue is an evolution and has turned job seeking upside down.
You, the employer find the candidates for your vacancies with ZoooMeee Blue sending their ‘Smart Bio’ details directly to you, in an exceedingly easy format.
By 2020, Millennials in the workforce will have grown to 46%. Having a far better understanding of this generation evolution of workers will assist you to enhance the attraction of the best and brightest amongst them.
With employment prospects shaky, Millennials are not feeling comfortable in searching for full-time employment with the same job tools that have been around for a long time: job boards (like Indeed or Monster), prospective company's websites, recruitment events, and college career services.
Sure ‘word of ‘mouth’ still works, sadly it has shrunk and the ‘who you know’ factor is less and less. The change is in! That is the operative word, CHANGE!
It is not just the availabilities of vacancies and how companies are searching for employees with archaic means, it the ability allow HR to have the ‘real knowledge’ of the growth and future of the corporation, the goals and aspirations. This enables the inner change that is necessary to occur.
Human-capital/talent issues are top-of-mind for CEOs around the global — but their regard for the HR function remains hazardously truncated: CEOs feel that HR isn’t ready for the task ahead. When asked how well prepared the major functions in their business were to capitalize on transformational trends, only 34% felt that HR was well-prepared and 9% said it was not prepared at all.
In a Harvard report it states, that sadly, chief executives aren’t the only ones with this negative perception. It’s pervasive in organizations — and to make matters worse, HR practitioners have inadvertently played into it. In its “State of Human Capital/Talent” that people in HR still largely have “a support-function mindset, a low tolerance for risk, and a limited sense of strategic ‘authorship’” — all of which has led to “low status among executive peers, no budget for innovation, and a ‘zero-defects’ mentality.”
I must admit, that many HR managers would take exception to those findings, they do, overwhelmingly, want more of a strategic voice than they have now. Look at any HR discussion forum, and you’ll find some version of this question: How can HR get a “seat at the table” and become a strategic business partner?
Simple, let the C-Level and Board understand that without change, the corporation or force will not move forward with the interests and demands of shareholders, the citizenry in mind.
It is about CHANGE!
Our employee, employer and H.R. solution prepares all for the key battlefields ahead.
It is time to view potential employees, job descriptions and the future strategic motivation and labor trends of the corporation from a solid H.R. perspective.
First let’s look at talent acquisition. It’s critical to bring in the right people to drive the business forward. The thing is, the labor markets and relevant skills vary widely from function to function. Smart recruiting requires an intimate understanding of the work to be done and the hard and soft skill sets desired, as well as the function’s business plan (to forecast that demand). That’s the specialized insight required to develop the right sourcing and recruiting strategy. HR often centralizes talent acquisition in order to minimize costs, and that’s absolutely short-sighted. Saving a few hundred dollars per hire may seem like a quick win, but a bad hire can cost more than $50,000.
With law enforcement, just like medical, you cannot afford to make mistakes! It has the ability for you to know your employee from top to bottom, their skill sets and the necessary improvements, socially and educational that are demanded to keep them on track and both you and employee from harm’s way.
For its part, learning and development should enhance employees’ ability to further the company’s mission, mold future leaders, and build strong teams. But companies aren’t seeing it as the strategic opportunity it is — and that’s because of its placement in HR.
It is the passion and competencies of the prospective employee. That is why ZoooMeee Blue, using a ‘no resume’ approach is successfully. The applicant answers some fifty-two questions, simple ‘like’ or dislike’ answers and our over 1,500 algorithms do the rest. No it is not a robotic process, the application is simple and straightforward for HR to understand in seconds, no long pages of a resume that was specially written with the job in mind by the applicant.
ZoooMeee Blue looks at all the applicants ‘Smart Bios’ and select them for your open vacancy, sending the top candidates which you then decide on who you will interview.
For the applicant it goes even further with additional information on how they can improve their skills with education course and training to better suit their employment desires.
This continues with your corporation as now, you are using ZoooMeee Blue H.R. and each employee takes the same Q/A. You will find that in many cases existing employees match your wants and needs of new hires for other departments. It is your own talent pool that find the growth of the company and even assist you and for them to understand that further education, matching the vacant jobs are available.
By reorganizing HR activities along the lines of the ZoooMeee Blue model, companies can free their cost-focused services to provide excellent support without having to grapple with illusions of strategic grandeur. And they can empower the truly strategic services — talent acquisition and learning and development — to create value without having to view every decision through a cost-cutting lens. At the moment, business leaders are searching for a strategic partner to help them navigate the critical human-capital/talent issues that will make or break their companies.
Law Enforcement Gets ZoooMeeefied!