Going through my RSS feeds today, and noted a comment by Matt about The Role of HR in Hiring, which referenced a thought-provoking post by "Ask the Headhunter", Nick Corcodilos, with the titillating title Spanking HR.
It's a worthwhile read - if you are either working in a big company, or are trying to get hired by a big company.
But, if you are in a startup, or looking to join a startup, it's even more important because you are likely on the pointy-end of a very sharp spear of corporate organizational change, What to do about HR & Recruiting? This is important to you, and it's going to lead to shifts in how we conduct business in the U.S. as these small firms grow up and establish new business practices.
My recent experiences show that many startups simply run without a dedicated HR Pro (to a point), so this whole line of discussion is moot. And, it's a sign of things to come in the years ahead, because if you can run a company without dedicated HR at 20 FTEs, can you do the same at 40, 80, 160? How will you know unless you try? Oh sure, the responsibility still exists within the company, but it's part of someone's or several someone's responsibilities. The thing is, when you remove the HR Pro from the organization, you start to ask yourself, "Now why do we need dedicated resources doing this job?"
The comments in Nick's post argues both sides of the point of having dedicated HR folks in your company and where Recruiting should reside, but noticeably, he does not argue against killing these processes, and is a strong advocate of change. Good for him, but again, the change is not likely to come out of the HR function of any firm in the Fortune 500!
For startups, there are surprises in store for those which do not run with good HR and Recruiting processes. One is the Dept. Leader who cannot recruit, or who has a leadership style which turns people away from his organization. I would say that if you are a CTO or VP of Dev, and cannot both attract a great, take-no-prisoners team, and keep them on board through at least 2 major successful releases of your company's product, you have no business doing that job. And how many startups have time to check their overall turnover rate, let alone the turnover rate of their departments? Then there are other important metrics like time to fill roles, etc.
Think about it this way, you have your KPIs in place to track the financial performance of your startup because cash is sorta important, but do you have KPIs in place to track your HR health as well?
Are your people that important to your success?