Aim needs to be on human capital goals

IMAGINE the scenario of a company spending a year and millions of ringgit on infrastructure and consulting fees to set up a recruiting website – only to find that it is receiving a flood of applications it doesn’t have the ability to process. 

Or another firm that adopts a behavioural interviewing system to arrest a high staff turnover rate which its senior managers including the chief executive – who fashions himself as an excellent interviewer – refuse to be trained in and use. The company’s turnover rate remains depressingly high two years after the system was implemented and the change considered a failure.