[3 min read]
Like Abraham Lincoln once said: “Whatever you are, be a good one.”
I firmly believe that we are all on the journey of life together. It’s better to approach life as a collective rather than a bunch of individuals unaware of their impact on others. Never once in history have I read about a leader who conquered anything on her own or a founder who built his dream company into a thriving, revenue-generating firm on his own.
You’d think that the words “Human” and “Resource” would be synonymous with each other. Unfortunately, there’s still a disconnect in the market which continues to sabotage everyone.
Successful scaling with the right talent takes the same knowledge and action as it does to succeed in anything else. When have you succeeded? The modern approach, yet road less traveled, is a world where leaders define “Human-as-a-Resource” as mandatory for each and every one of their hiring leaders. However, that ethos hasn’t been how leaders engage with talent acquisition in the past few decades.
There’s a paradigm shift happening, as you read this.
Will you ride the wave into the future with other progressive leaders? Or will you risk falling behind, catching the next wave a decade from now?
We go about our lives with an emphasis on ourselves, scaling our dreams without consideration of others. Wise people understand the concept and do something about it, while others fall into the hole of regret and missed opportunity.
Success rides on what kind of early attitude you take towards talent acquisition. Think about what you’re seeking to accomplish.
It takes less time to drive from San Francisco to San Jose and back than it does train a capable team to take decisive action on whether or not they want a candidate to join their company — a culture that is already connected, aligned, and brimming with high-performing team members.
You’re asking them to forfeit some of their stock in the company on another human — it’s a huge decision.
Do you want someone invested in “ME” or in “WE”?
Talent acquisition is conducted as a team, but rarely do we acknowledge the power of a collective group’s, and instead, elect to focus on ourselves – jeopardizing more than just time. It’s all about humans and how we play in the sandbox together.
The conventional method has always been the introspective numbers game, focusing on ourselves. That approach is where companies’ dreams slip, costly deficits ensue, and for many, they fail to become the successful industry pioneers they had envisioned.
Back in 2014, I quit my job in Silicon Valley when I was at the top of my recruiting game. Why? I didn’t realize until about 3 years ago, but it was because, as an empathetic human, I was in a game where the majority played solely by numbers.
To some extent, I would agree that metrics are important. But I’ve never had a thriving team scale under my guidance from solely concentrating on numbers.
I confronted myself as a leader and my team as their partner. I discerned whether I was in it for myself or for them — that’s when the game changed.
In 2015, I stepped away from direct recruiting and founded Pendulum. We have now grown to become one of the integral forces in supporting early-stage startups to wield talent acquisition properly — and it all starts with WE.
Start with WE. Build as WE. Scale in WE.
Don’t waver or try to cut corners.
The numbers game doesn’t work. History has proven that.
Be the Human and Resource that your current, and future, employees need. Who you need to be for yourself to succeed.
There’s a movement.
Will you join?
Written by Alana Fulvio, Pendulum Founder.
Photo by Sidharth Bhatia