Founder | Safety Consulting Group. Strategies, Systems and People. Minimising the complexities surrounding safety today and revolutionising safety recruitment using a peer evaluation model. ?
After letting go of an extremely poor-performing HSE Advisor on a Project several years ago, I spoke to the 'generalist' recruiter who provided this advisor...this was his response: “Oh yes, we’ve placed him in 3 different roles now and he didn’t cut it for any of them either.“ ?? ?? ?? Can you see the problem with generalist recruitment here? Churn and burn. Zero quality, zero care. If you want a safety 'professional', talk to a safety 'professional'. Simple! #safetyprofessionals #safetyrecruitment https://lnkd.in/gP6cDUmW
What yardstick did you use to measure his performance?
But why are you using a Generalist Recruiter. You have an impressive amount of experience, surely you would use your contacts gained over the years to recruit for this role?
I'll share my opinion. You indicated that you found the person sleeping. I realise that this is unacceptable, but in my opinion this is not the worst thing a person can do. For me, the worse, and unfortunately I have witnessed this, when the person who is responsible for the timely identification of hazards or any system GAP, which can lead to a disaster and ultimately to the death and injury of personnel, is absolutely indifferent or does not have the proper knowledge, and if he does, he cannot defend his innocence and dispute the risks with management. This is much worse than the fact that a person found time for himself and fell asleep while working, I will say right away that I do not welcome this. Of course nobody guarantees that person with right skills, knowledge and experience will absolutely or pretty good person.
I'm trying to get my foot back in the door of HSE after layoff in August. How can I stand out with <1yr experience? I certainly don't take naps in my vehicle.
G'day Clayton, The example you used of an extremely poor reforming HSE advisor, is not a common occurrence. I haven't observed any in my 20 years' experience. Australian needs less regulation not more. Moreover, industry will self-regulate those WHS advisors that are not value for money. This can be achieved by monitoring KPI's. From my experience thus far good safety advice that is cost effective and more productive is not always acted upon by PCBU's. Everyone that is keen to learn deserves the right to do so, but under the guidance of experienced hands. Consultation should be the key to a safe workplace, enabling ownership of processes, policies, procedures, and systems by all stakeholders. Regulation only leads to litigation which is unproductive and costly. An awareness program for PCBUs would be a good initiative, but who would take that on, and who would be the regulator?
Absolutely! This shows why working with specialist recruiters is so important. General recruiters may not fully understand the skills needed, leading to poor matches. For key roles like HSE Advisors, it’s better to trust someone who knows the field well. It saves time, effort, and ensures you get the right fit.
this is the stuff that will keep on happening. 1. when you don't pay well and want outrageous qualifications that are not needed for the position. 2. the same thing will continue when you let someone bullshit, connive and influence their way into the job with nothing but a Trudeau smile and word-smithing. 3. when you continuously overlook someone because they have a well-loaded resume and can walk the walk and talk the talk and are not scared to do the actual job.
I would comment it’s defiantly about personnel releationships and open dialog, developing and changing a perception on how we all look at situations differently. KPIs are massive - we all need GOALS, granted time and cost play a big part. If you get the PEOPLE moving in a right direction through education, proof of concept and performance measures!!! Your on to a winner ??
These people only want to fulfill the criteria of HSE requirement. So, they hire one such with no quality.
Health & Safety Engineer
2 个月The safety profession is remarkable in its own nature. However, recruitment often happens based on a fixed budget rather than adopting a flexible approach to find the best candidate. It is the responsibility of the respective hiring department to ensure that the individual possesses the basic field knowledge required to align with our business needs. For instance, I cannot assign a HSE professional with civil experience to commissioning activities. To me, this reflects the poor performance of the recruitment system and the departments that fail to utilize resources effectively, rather than labeling the newly joined employee as underperforming.