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!
email: info@commsmart-global.com
