A number of years ago, as I was cavorting-in-the-job-market whilst in pursuit of a new gig, I had an interview for an HR Leader role when the site leader (we’ll call him Bob) asked me “what HR best practices are you aware of in our industry? I want us to implement all the best practices.”
(I could sense the
HR-splaining pride oozing out of Bob’s pores as he tossed that cliché (“best practices”) into the conversation. I decided he must have visited the SHRM website in preparation for hiring into an HR role he had not needed to fill for a number of years.)
“Well,” said I, “I’m not particularly a fan of merely replicating what’s been done at other organizations. I’ll most certainly look at our immediate market competitors and across the industry but I’m not one for simply ‘copying’.”
“Why,” I asked, “should we replicate when we have the opportunity to redefine?”
I got the job.
(And I like to think I kicked ass at the job).
It certainly would have been very easy to walk in there, researched a bunch of shit from other companies in our industry or in our geographic area, and copied and pasted every single HR/People Ops program and initiative. Bob, as a matter of fact, was a great believer in duplicating (even down to the “naming” of things) what others were doing. Not unlike many (many!) other leaders:
- “Acme Company, LLC down the street is doing X. We need to do X too.”
- “When I worked at Ginormous Corporation we did A, B and C. I want to do that here at Small Potatoes, Inc.”
- “Did you see that recruitment campaign/post/job advert from Sexy Company? We need to do that!”
- “Well, I know Big Bad Competitor Across Town, LLP is leading the market with compensation and coming in 20% ahead of us in starting pay but we really can’t compete with them….” (oh…wait…bad example…#snicker)
Here’s the deal…
Market intelligence is important. Keeping an eye on what’s happening in the world of work is necessary. Conducting regular environmental scans/PESTLE analyses is imperative. Finding out what job or environmental factors matter to candidates and employees is crucial.
And yes; taking something one did at a previous company, adjusting it and implementing at a new company is often a wise move. Over the years I’ve carried (digitally speaking) forms, templates, policies, and training curriculums from one company to the next. These are the sorts of things that don’t require a reinvention, as the saying goes, of the wheel.
But not everything is ideal for imitation. You shouldn’t blindly borrow, plunder or copy someone else’s:
- Company Values
- Employer Branding
- Talent Acquisition Strategies
- HR Metrics and Success Measures
- Performance Management Process
- Rewards and Recognition Structure
Why? Because their (the other guy’s) “best practice” may not be the BEST practice for YOUR organization.
Besides…it’s much more fun to CREATE rather than replicate.