VEEP and HR Recruitment Strategy: Ten Things they have in Common
In the hugely popular American television show,VEEP, Selina Meyer calls herself the people’s VP, and is a leader who is ambitious and good at self-promotion.
Even VEEP has some memorable HR moments worth mentioning. Without further ado, here are the 10 common analogies we can make with our favorite theme: HR Recruitment Strategy.
1. Look for leaders: If a business wants to hire a VP, they should hire someone who is ambitious and believes in standing up for himself/herself and an absolute born leader. However, VEEP shows that seemingly wrong fits could make leaders thanks to their passion.
Selina Meyer wants a tough person on her staff and decides to hire Dan Egan who is ambitious and takes pride in networking to get ahead.
2. The right fit: The right person for the right job is an important aspect of hiring. Dan Egan becomes deputy director of communications, the ideal role for someone who is good at networking.
The Vice President needs a campaign manager, but has not yet decided on who it is going to be. Dan Egan, one of the newest members of her team and Amy Brookheimer, the VEEP’s chief of staff wants the role. The President’s Chief of Staff, Ben Cafferty advises Meyer to go with a third party.
Meyer wants to give the campaign manager’s job to Bill Ericsson who wants her to dump the entire staff in return. She is even willing, but in the meanwhile, Ericsson has moved on to Joe Thornhill. She then offers the role to Dan Egan, who happens to be there at the right time. But will this anger Amy who may harm the campaign? Was that a wise decision? Let’s analyse this scenario further…
3. Quick decisions: In this case, hiring choices need to be carefully made, but speed is also of the essence. Good candidates are no longer in the market if there are delays.
4. External or internal hiring: One of the biggest decisions any recruiters need to take is whether to hire an outsider or choose internally. The benefit of promoting an insider role is that the person already knows the culture of the place.
5. Bringing in an outsider: Sometimes, hiring an outsider brings fresh perspective, which is why Meyer is keen on Bill, who tells Meyer that her team is incompetent and won’t help her win the race.
6. Trust your instincts: Often, one has to go with gut instincts and make the second-best decision. In this case, it is Dan, though the risk of Amy trying to ruin Meyer’s campaign looms. Some risks may just be worth taking when it comes to recruitment.
7. Have a back-up plan: Be careful whom to trust; while Meyer is keen on hiring Bill, he does a U-turn and leaves her in the lurch. Back-up strategies should be in place when you make an offer and the candidate goes over to a competitor’s side.
Jonah Ryan is the liaison to the VEEP’s office from the White House. He is known to be one of the most hated and annoying characters. He also has a blog where he gives out inside stories and eventually gets sacked.
8. Background checks: Every office has a Jonah who is obnoxious, spilling out confidential information and gossiping. A complete background check and punitive action at the right time will help.
9. Employee engagement: On Meyer’s team is Mike McLintock, who has been with her ever since Selina’s Senator days. He is her Communications Director, but he seems to have stagnated in his role. Non-performers in an organization need to be given incentives to improve themselves. A change in role or training could also help.
10. Ethical hiring: Clovis is a tech firm, and upon a visit by Meyer’s team to the firm, the senior person there makes a job offer to Amy, a crucial member of Meyer’s team. But Amy refuses and says she’s not the right fit. Hiring someone from another organization is alright if the candidate evinces interest, but to poach employees just so as to harm another company is unethical.
OVER TO YOU
What is the best HR recruitment strategy from VEEP you could use at your workplace?
