27 November 2014
Bogan's Rant - With Michael McShane - December 2014
Human Resources - Empire Building & Hidden Agenda
Topics for the Bogan Rant are often difficult to conjure (as
contrary to belief, the Bogan is a fairly chilled individual),
however, during the last month, the next rant has all but written
itself - the subject - HR - Human Resources, empire building
experts and hidden agenda ninjas!
Will this rant offend? Probably, but only if the subject matter
rings true! True? Do I want feedback? Absolutely! This is a topic I
am passionate about and I'm prepared for the possum to go OFF in
the fusebox. In fact, I'll (anonymously) publish your responses in
the next article - if they're interesting and constructive!
Read on fellow Bogans!
Why am I ranting about this? Because I know I am different to
the vast majority of two bit, fly by night recruiters out there who
are only interested in their bottom line and can't sell their
Grandmother as they'd already traded her for a placement last year.
I AM a Mining Professional who has turned to recruitment. I
understand intimately how small and incestuous our industry is. I
know the industry better than the majority of my competitors - it
is what I do, it is who I am, it's my passion, my hobby, in my DNA
and my chosen career path - MINING. My focus has been and always
will be on doing the right thing by everyone and generating long
term relationships - I'm not going anywhere. I have great success
from many referrals and repeat business and pride myself in always
doing what is right. I'm brutally honest and often offend because
what I am saying is true. Disagree? Write in. Tell me
what I did unethically and I'll publicise it in the next
newsletter. Unless it was at a conference in Kalgoorlie - I have no
Apologies, I digress! The Bogan writes best when
agitated, but also goes off on random tangents……..oh look, over
there, something shiny……… ok, onto the issue with
I am becoming increasingly despondent with our industry and the
way too many individuals have their own interests well ahead of the
company they represent or the service providers they shaft along
the way. How can it be rectified? That's going to require a full
publication and I only have a page! Let's summarise. Recognise HR
as the "service providers" they are and grant them the level of
power & influence accordingly - that includes me! Many are too
often making decisions based on making themselves look good, or
their "stats" looking better, or saving $15K on recruitment fees by
hiring someone only 80% right for a role - and screening out the
ones from agency that tick every ideals box in the PD.
There are still a lot of muppets still securing work in such a
tight market, but even more legends who cannot secure a role - go
What is the ideal strategy - tried and proven to work?
Use your internal HR/recruitment function, advertise on Seek and
other sites - save on an agency fee if you can, but utilise an
agency to tap into and source the passive/inactive 80% of the
market. It might come as a shock to many, but mining professionals
generally don't lounge around and trawl Seek every day! Iceberg
analogy! It's what we do all day every day. I rarely advertise - I
don't need to. I know where to look, I know where they hide, talk
their lingo, have paid up my fair share of cartons over time and I
know how to extract them.
Too many internal HR/Recruiters feel threatened by good agency
recruiters and many are ex-agency failures (unless you are a HR
professional seeking a career path). DO Line Management see how
their HR treat agencies behind closed doors? Nope! After all, if an
agency were to always find the best candidates for their
organisation, then internal recruitment not only look bad, but they
aren't doing their job - right? So what do they do? Shut out the
agencies, use job boards and social media to tap into the 20% of
the active market that are looking. Shortlist the best of that
bunch, often hire someone only 80% right for the role and they end
up being sacked within 6 months or leave within 12. Expensive
process! Repeat process. Definition of insanity this newsletter
edition is found under "H" for Human Resources.
Another topic, as the Bogan does digress - The interview
The majority of interviews are so heavily slanted towards
behavioural based interrogation and safety that we've lost focus on
what is paramount to a technical &/or operational professional
being hired - their technical &/or operational expertise! I
know! Incredible isn't it.
Too often I see some clown secure a role that I KNOW is not
right for the role. BUT, they answered the questions well, resume
looks good on paper, presented well and their dodgy mate referees
vouched for them! Sure enough, 6 months later they're gone. To the
clients that grill professionals with technical questions - high
It's about time many HR professionals got their head out of
their proverbial and line/exec management start holding them more
accountable, and be involved to put a better, more robust
recruitment model together that recognises that HR
cannot always source the best candidates - they are
not tapped into the technical market, they are not trained
technically and nor do they have the time to - fair statement?
Utilise both strategies in tandem and may the best candidate secure
the role - for the overall success and improvement of the business
and to ultimately maximise shareholder value. Honestly, the thought
process for some organisations (or the Hidden Ninja's within)
astounds me! How did they come up with their recruitment
model? Along with a pack of chimpanzees and a bucket of crack?
It might cost you $15K in a fee - but that person might just be
20% better suited, make some well-judged decisions that make the
company millions or more!……………Weigh it up.
Stop hiding behind your empire building and hidden agenda
I'm only dealing with the facts at hand. What's that saying, "A
man with no data is only a man with an opinion"………..
I'm Bogan McShane and this newsletter, HR gave me the
You know it's true.
Write in -
tell me what you think.