Ideation in Recruiting and HR: A Basic Framework

In my last post, I posed the question of whether or not creativity contributed towards the bottom line. We saw some interesting points of view from Robin Hanson and Richard Florida.

Regardless of which point of view you agree with, I think we can agree on one thing: in business, one can't afford to NOT innovate. It doesn't matter that you focus on the big idea or several "small" ideas...what matters is that an organization is constantly trying to improve itself. Without this, they go one step closer to irrelevance.

So here's my next question: how do you become an organization that is capable of constantly creating new ideas? More importantly, how can you become an organization that creates ideas that will be used?

In the coming weeks, I'll be posting some steps that organizations can take towards achieving this. Consider it a framework that organizations can adopt. The beauty of it is, it's a framework that can be adopted by business units within organizations....or a framework that can be adopted by an entire organization as well.

With that said, I'll be creating this framework with an eye towards recruiting and HR. I think out of a lot of internal functions within an organization, these are the two that don't have ideation built into their DNAs. And if you ask me...if these functions continue to NOT innovate from within, they will increasingly become susceptible to being irrelevant.