Talent Acquisition Part 1: Mistakes to avoid

On a daily basis, we investigate scaling digital start-ups and we see the same mistake time and time again: the lack of planning for Talent Acquisition. Companies plan and create strategies to ensure goals are met in all areas of business, yet often fail to create plans for hiring the actual people needed to bring the vision to market.

This is curious considering 80% of respondents in our recent 2016 Red Executive survey stated ‘the identification and engagement of talent’ as their number one concern for 2017. Yet, start-ups do not invest as they should in this area. Without the proper talent, goals will not be reached, company time and money will be wasted, eventually having a detrimental impact on the business.

Creating a solid Talent Acquisition strategy will ultimately deliver the finest talent and bring the product ‘alive’ allowing the business to grow and outperform the competition. So be sure to invest the necessary the time and money, in order to create a strategy for hiring the right Talent.

To help a start-up succeed and avoid wasted time and effort, here is a list of the most common mistakes associated with creating a Talent Acquisition strategy:

2. The hiring of a junior level individual to lead your strategy and consequent delivery.

3. The concentration of all of your ‘Talent Acquisition’ efforts within one channel, opposed to having a cross-channel recruitment strategy.

4. The creation of a recruitment process that facilitates ‘interview-bias,’ hindering your ability to find the best candidate for the role.

5. Lack of clarification or process to ensure company and candidate expectations about the role match.

6. The hiring manager does not understand the ‘Employer Brand,’ how to create it, build it and manage it to your advantage.

7. No process has been created to ensure the candidate matches the values of the business and internal management continues to follow these values.

8. The strategy towards recruitment firms is very much based on a ‘volume’ model and the relationship is not harnessed and grown as the business requirements change.

9. A full understanding of the role is not appreciated by all players involved with the recruitment process.

10. The word ‘strategy’ is not used when discussing Talent Acquisition.

11. HR and Talent Acquisition do not work together to provide a strong onboarding process for every successful candidate, ensuring the same message and values are delivered.

Despite data and case studies to demonstrate the importance of developing a well thought-out talent strategy, some start-ups choose to ignore it. For whatever reason, they still fail to understand the importance of creating a solid recruitment strategy and how it can help them achieve their goals. However, the start-ups that do realise the importance of placing emphasis on it are the ones that succeed.

This was part 1 in our Talent Acquisition series. Stay tuned for part 2: Don’t hire someone junior to lead your strategy.

If you have any questions about how your business can create a Talent Acquisition strategy, please get in touch.

If you believe an Audit of your current business and its approach to Talent Acquisition would be useful, please take our Free Talent Acquisition Audit.

This post was written by Martin Collins, Founder and MD of Red Executive.

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