If you’re a fan of the conventional wisdom on corporate success, brace yourself. This post is about to rock your world.
We’ve been led to believe that strategy is king – the lifeline of any business. But what if I told you there’s something far more critical? People. Yes, you read that right. It’s not about where the bus is driving, but who is on the bus.
The renowned author Jim Collins in his book “Good to Great” emphasizes the importance of having the right people on the bus before deciding where it should go. Yet, many companies continue to obsess over strategy, leaving the crucial task of talent acquisition and development as an afterthought.
The HR department alone can’t shoulder this responsibility. It’s high time we merged the finesse of marketing with the people-centric approach of HR to attract the right talent. Let’s create compelling employer brands, value propositions that resonate with potential talent, and build a culture that people would love to be a part of.
The world is changing, and so is the definition of talent. It’s time to broaden our horizons and tap into the hidden workforce – retirees, caregivers, neurodiverse individuals, ex-inmates. But also, hire people with the right values instead of the right skillset! Let’s reinvent diversity, equity, inclusion, and belonging (DEIB) and foster a culture where everyone feels valued.
So, let’s stir the pot. Let’s disrupt the status quo. Let’s shift our focus from strategy to people. Because, at the end of the day, it’s not about the bus; it’s about who’s on it.
Now, I’d love to hear your take on this disruptive concept. How has your company sought to attract the right people before deciding the direction? How can we redefine talent acquisition in a rapidly evolving world? Share your thoughts below. Let’s get this conversation started!