Having a talented workforce is a crucial part for the success of any business. Top talents can bring incredible competitive advantage to your organization, which will help you build a strong value proposition and product/service portfolio that will attract customers from around the world.
However, being able to find and retain top talents demands a lot from CEOs and HR leaders. In the modern world, the business environment is constantly changing and talent acquisition becomes ever more important.
It’s important to acknowledge that finding top talents doesn’t come easy. It requires CEOs and HR leaders to learn how to communicate, express their goals and visions in order to attract people who share similar views about the future of the company.
Retaining top talents also requires attention and the ability to recognize that sometimes it’s better to part ways with people, whether they are good or bad employees, if it will help the company grow.
Nowadays, there are numerous recruitment agencies out there who can provide their services in helping CEOs and HR leaders find top talents for their organizations. Yet, despite having access to professional help, it’s important to ensure that you are aware of the most common recruitment mistakes.
In order to be successful in attracting top talents, CEOs and HR leaders must avoid the following common HR mistakes:
Making a company appear more attractive than it really is
Even though it might sound counter-intuitive, a potential candidate should always find out as much information about the organization they are interested in working for, before they accept an offer.
What are the company’s goals? What is their competitive advantage and how do they intend to capitalize on it? What is their culture like? Who are the people working at the organization, what are their backgrounds and qualifications, etc.?
All of these questions should be given serious thought by HR leaders, because it will help the company attract the right people who are willing to work hard in order to make their employer successful.
Not having a well-defined recruitment process
The recruitment process should start with writing job descriptions, determining the tasks and responsibilities required for each position, identifying how much experience is needed, what qualifications are necessary to perform well, etc.
After this step, HR leaders should create a recruitment strategy that will guide them throughout the entire hiring process.
The first step of the recruitment process is advertising new opportunities and writing job descriptions. A potential candidate should receive an informative job offer about their role in the company, which describes what they will be doing on daily basis, what tasks they’ll be required to get done, what goals they will be trying to achieve, etc.
Another step is the screening process. HR leaders should carefully read resumes and CVs of potential candidates, doing phone interviews with some of them if necessary. Those who make it through this stage might then proceed with one-on-one interviews where they’ll be asked questions about their previous job experiences, future goals, etc.
HR leaders must ensure that the recruitment process is properly managed to avoid making mistakes that could end up chasing away top talents. Top candidates are often working at other organizations and might not be willing to join a company which lacks transparency in its hiring process.
Sticking with the status quo
It’s common that the people working at the company are used to doing certain tasks, or they have a pre-defined role in the organization. That’s why it’s important to encourage employees to discuss their role with their bosses and see if there are some areas where they can adapt, improve or do something differently.
It might sound counter-intuitive, but top employees are always the ones who are willing to take risks. They are innovative and they are always willing to stand out from the crowd by doing something different.
Not conducting employee retention interviews
It might seem like a waste of time during a period when there is high staff turnover, yet employee retention interviews must be conducted, even when employees are leaving the company.
During these interviews, HR leaders should gather feedback from top talent about their experience in the organization. This will help them to better understand what is causing dissatisfaction among workers, so they can take preventive measures in order to prevent recruitment mistakes in the future.
By doing this, it might be possible to identify potential problems and address them before they become too big and cause even more staff to leave.
Focusing on your company’s weaknesses, but not its strengths
All companies have certain areas that need improvement, such as low retention rates or high turnover rate among employees. However, HR leaders should always focus their attention on the positive things about the company, such as a great work environment or a culture that employees can get behind.
This might help them to attract more top talents and convince them to join the organization by highlighting its greatest strengths because this will make employees feel appreciated and recognized for their efforts.
Not creating an open company culture
The working atmosphere in each company is different. While some people are very open to new ideas, others are more skeptical. The latter type of employees might not be receptive to change and they might perceive anything new as a threat.
This is why it’s so important for HR leaders to create an open company culture that will allow workers to feel comfortable with sharing their thoughts even when they’re different from the majority.
Not recognizing top employees for their efforts
It might seem strange that a company forgets about its top talents, but this happens more often than expected. These people are usually the ones who contribute the most to the society and they’re always willing to share their knowledge with others in order to motivate them to do better.
Recognizing people for their efforts is the best way to motivate them and make them feel appreciated by their company. HR leaders should come up with a recognition program that will allow them to award top employees on a regular basis.
Not encouraging your workforce to be innovative
Innovation is one of the key factors behind an organization’s success throughout the years. However, it’s not always easy to convince employees to think outside of the box and suggest new ideas that can help improve their business.
In order to prevent recruitment mistakes caused by lack of innovation, HR leaders should conduct coaching sessions with managers so they can learn how to come up with creative solutions for common problems workers have at their current companies.
Not investing in employees’ professional development
Most workers want to learn new things and develop their skills because it means they can offer more value to the company. Unfortunately, many organizations don’t pay enough attention to training programs or other opportunities for professional growth, which results in these people leaving the organization after a certain period of time.
This is why HR leaders should invest more time in employee development, so their employees can feel motivated to stay with the company for many years. This way, it will be possible to reduce recruitment mistakes and keep top talents in the organization.
Holding back important information from your employees
HR leaders and managers should always talk frankly about any challenges their company is facing and share information with employees. This way, they will be able to address any potential problems before they become too big and cause more people to leave the organization.
With all of these mistakes, it’s no wonder so many organizations are struggling to attract top talents. The good news is that the right HR leaders can turn things around by focusing on their company’s strengths and creating an open culture where employees feel comfortable suggesting new ideas for success. They should also invest in employee development programs like coaching sessions with managers to learn how to come up with creative solutions for common problems workers have at their current companies. Holding back important information from your employees or not recognizing them for their efforts will only cause more people to leave the organization which you want to avoid at all costs! If you’re looking for help turning this situation around, contact our team today.