Boston Red Sox VP Of IT: Invest In Your Farm Team - InformationWeek

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Boston Red Sox VP Of IT: Invest In Your Farm Team
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Joe Stanganelli
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Joe Stanganelli,
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4/30/2015 | 11:36:32 PM
except...
Unfortunately, that would require actual work, and most major organizations' HR departments seem to be set up to reduce actual human workload or review of candidates.  Plug 'em into analytics/keyword-scanning software, and then let the machine do the work.

Scouting of good candidates in the corporate world?  An admirable idea.  But to even have a chance of realizing that reality, there needs to be a significant culture shift first.
danielcawrey
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danielcawrey,
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5/2/2015 | 1:14:19 AM
Re: except...
Sports scouting is so different than how IT recruits talent. But it really shouldn't be. I think one of the reasons why companies don't constantly recruit is because it is resource intensive.

And add in the fact that most organizations are only concerned about the here an now. It shouldn't be like that.

Scouting in sports has become something that is rigorous and process intensive. It doesn't always work – but it seems to be effective in putting talent on the field, doesn't it?
jastroff
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jastroff,
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5/2/2015 | 1:49:16 PM
Re: except...
I agree. There's a lot of lip service for "talent acquisition" and apps to let people be "found", but usually HR finds it too much work and what would management do with extra staff with more or better skills? 

 

And why would anyone be an Oriols fan? :-)
zerox203
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zerox203,
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5/3/2015 | 6:39:47 PM
Re: Boston Red Sox VP Of IT: Invest In Your Farm
I love this. Obviously, at a certain point the comparison between professional sports and corporate IT reaches a limit (for one, that there's a lot more money involved "per job" in baseball has a lot to do with the differences), but this speaks volumes about problems in modern corporate culture and hiring practices nonetheless.  We hear it a million different ways: 'people are our most important asset'. 'I'm more concered with hiring someone who's flexible than with a certain skill' (that one seems particularly common for IT). Then why not act like it? It seems almost like an area where 'agile' practices could cut in and make a difference. It seems like there are too many cumbersome, entrenched processes, too much hands-off activity, and too much red tape that prevent HR from hiring how HR managers say they want to hire - not that I'm freeing bad culture and bad decisions from responsibility. 

Joe is absolutely right;  relying on automated systems to screen candidates strips out the human element. It's cliche but true. We hear about the "difficulty" meeting those diversity goals, but think about this; when you already strip away 90% of candidates with an analytics system that simply searches for keywords, and then you weed out half of the rest with just cursory glances at their resumes, how many of those remaining are young, white males with just a handful of degrees? 70%? 80%? You've already skewed the odds. No wonder we have problems with diversity. I never appreciated how much the 'wait till there's a hole' hiring style magnifies these problems, and how short time frames force this way of doing things. I think that's the  single most valuable takeaway here.
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
5/22/2015 | 10:13:19 PM
Re: except...
The only significant problem with scouting is that it represents the opposite extreme of the automated bureaucratic wastelands that HR departments have become -- it is completely subjective, with little in the way of truly objective data.

Moneyball (the book, upon which the movie is based) demonstrates well why this is problematic.
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
5/22/2015 | 10:14:45 PM
Re: except...
I'm not an Orioles fan, but that team has had some amazing players.  Ripken.  Palmer.  Even the Babe himself.
jastroff
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jastroff,
User Rank: Ninja
5/23/2015 | 7:05:37 PM
Re: Boston Red Sox VP Of IT: Invest In Your Farm
very well said -- 

>>  when you already strip away 90% of candidates with an analytics system that simply searches for keywords, and then you weed out half of the rest with just cursory glances at their resumes, how many of those remaining are young, white males with just a handful of degrees? 70%? 80%? You've already skewed the odds.

Does anyone want to go into HR/Talent Acquisition these days as a profession? Or do they wind up there by accident? It's a tough job to do, and changing all the time. Can we hear from some HR folks?


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