Title: HR Lessons from David and Goliath — 1 Samuel 17:32–49

What was David’s profile, aka Résumé/CV, when he decided to take on Goliath?

The HR manager evaluates the résumés of two unconventional candidates—David and Goliath—each showcasing unique skills for the job.

Goliath’s Profile: A warrior from his youth, with many years of experience on the battlefield (vs 33). David’s Profile: A young man, a shepherd, lyre player (musician), lion killer aka Ogbu Agu, bear killer (vs 33 and 34).

As an HR manager looking to employ a warrior, Goliath’s profile matches the role perfectly (think ATS-compliant). This means anyone outside the job title or experience, by system standards, is not eligible — and that’s understandable.

But another question — does David have any experience? The answer is yes, but not on the battlefield. In fact, David arguably has more relevant experience than Goliath. Goliath is experienced in one area: war. David, on the other hand, has multiple layers — he’s battled wild animals, shepherded sheep, and played music to calm people (remember Saul?), meaning he can integrate various skills to solve problems without always resorting to violence.

David has emotional intelligence, he is tactical, and he is analytical.

As HR managers, we often look for the “perfect” profile to match a job role — someone who has worked in the same industry, the same position. But the question we often fail to ask is: Is this who we need or who we want? (Who you want is the perfect profile — Goliath. Who you need is the one who can deliver on the job — David.)

The Second Lesson: The Working Armour

The working armour is the tool, equipment, strategy, or process by which we deliver results.

• Goliath’s working armour: Spear, sword, and javelin (vs 45)

• David’s working armour: A stone, a sling, and his bag (vs 40, 49)

As an HR manager, who would you choose?

When David got consent from Saul to go fight Goliath, Saul gave David his own armour — his tunic, sword, and all (vs 38–39). But David said, “Oga, this is not me” (vs 39), and he chose his own working armour (vs 40).

When we employ people, it’s because we believe they have the skill set to deliver. So why do some become Agada gachiri uzo — aka obstructors of success?

You employ people, yet you dictate how they should think and work. You deny them the opportunity to bring in creative, workable solutions. If the process, tools, or strategy they use is effective, legal, and explainable, then what’s the issue?

Peter Obi once said, “If you want to be referred to as Your Excellency, then let the process by which you get to power be excellent.”

Let the people we employ solve problems using their skillset, experience, and capacity. No need to hover over them.

Final Notes (with a story)

Many years ago, at one of my jobs as an administrative assistant, my boss would always ask me to check his account books after the accountant worked on them. Scratch that — I began working on the books with the accountant, alongside my regular duties. My boss often noticed errors in the books and asked for my help. I had no formal experience in accounting or bookkeeping, but I helped out — and many errors were eliminated.

Now imagine you’re hiring a project manager and someone from the food industry — a cook or baker — applies.

Would you employ them?

Let’s break it down. This person has cooked for events, sometimes preparing multiple dishes for 100 to 1,000 people. A baker has spent a week creating a lion-shaped cake with multiple layers and flavours. They’ve worked day and night to ensure the success of an event.

Is that not project management?

Let’s circle back to David and Goliath. In verse 36, David referred to Goliath as an animal.

Do you know why?

Perspective. Life is all about perspective and how we interpret a situation.

So, when this baker or cook says, “This project management role is like preparing for a big event,” you say no?

Have you cooked for 20 people? For 50? For 100? What is that, if not managing a project?

The aim of this post is not to tell you to hire a David or a Goliath. No. In fact, you need Goliaths too. Goliath wasn’t a bad warrior — it was just about timing and circumstance.

The questions should be:

• When do I hire a David?

• When do I hire a Goliath?

• What does my system or project need right now?

• What strategy will take us to the next level — spear or stone, sling or javelin?

  
  

No, I’m not a formal HR personnel. If anything, I’m actively job hunting.

But I reiterate that — this post is about shifting our mindset toward what and who organizations really need to thrive.

To build a sustainable brand or business, people are a vital part of the journey.

Thank you for reading.