Quite a few years ago I was interviewed for an HRD role in a very large multi-facetted organisation. The interview had all the potential to be uneventful. I could have written the script myself, very traditional organisation that saw little value in HR and yet felt obliged to fulfil its moral obligations and have a post holder sitting in the HR ivory tower. From the very outset the questions were not designed to ensure the panellists were properly informed of the capability of each applicant, nor was it designed to ensure they probed the alleged talent that sat before them. The questions were designed to let me and the rest of the applicant pool know how little the panel respected HR and to send a very strong message that the successful candidate need not think they were going to change anything around here unless this cadre of quasi inquisitionists allow it. The organisation might be required to have a senior HR presence and the role might come with the title director but any direction would require this group’s approval.
Article by 5 December 2017