Overcoming the Top 5 HR Risks: #5. Talent Acquisition

Jeff Agranoff, HR Consulting Principal, Grassi Advisors & Accountants

#5. Talent Acquisition
Before any employee can become a key team member, you first need to be able to identify and attract them in the recruitment process. Oftentimes, the inability to find or secure the right candidates is due to mistakes made in this selection process.

The first mistake when filling certain roles is overlooking entry-level recruitment. While experience might feel like the safer choice, entry-level candidates are often a great way to get a “clean slate” to train in your organization’s culture and procedures. These employees often bring fresh perspectives, excited attitudes and ambition that far outweigh the extra training you need to provide up-front.

Another oversight is the lack of an employee referral program. Providing a monetary or non-monetary incentive for employees to refer their friends and colleagues will usually more than pay for itself in the long run. Employees are far more likely to refer the highest caliber candidates because they know the recommendations are a reflection of themselves as ongoing members of the organization.

The interview process is also ripe for errors that could cost your organization qualified candidates. Choose carefully who is in the interview room. Just because someone has a functional reason to be there doesn’t mean they have the attitude or skill to represent the company well. Select employees from the team who are excited about where the organization is headed, feel comfortable speaking with new people and have the ability to assess any technical skills that are required.

When appropriate, include personality testing and technical evaluations in the interview process, especially for very visible, highly compensated roles.

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