The Top Ten Issues Discovered During a Talent Acquisition Assessment

When we conduct a Talent Acquisition Assessment, the same functional recruiting issues turn up time and time again.

Here is our list of the Top 10 issues we encounter with the most regularity:

Incomplete, Unclear, or Sloppy Job Postings.

Job postings should be considered a marketing piece used to entice the job seeker to apply. Each posting should be free from misspellings and typos, be easy to read, and include information about benefits and company culture.

Overemphasis on "Post and Pray" Posting.

This approach sources candidates by relying only on the reach of job boards. A more proactive approach allows for a more strategic identification of candidates based on relevant skills and competencies.

Inadequate or Incomplete Career Page.

A Career Page is an essential recruiting tool, as today's job seekers are looking for information about open positions and what it's like to work for your company (i.e. culture, promotability, benefits), and often search for this detail on your website.

Lack of Interview Skills Training for Hiring Managers.

The only experience many Hiring Managers have with interviewing is from when they themselves were interviewed, so it's important that they be taught how to read body language and use behavioral interviewing techniques to select the best candidate for the role.

Insufficient Coordination Tied to the Interviewing Process.

When those conducting interviews do not coordinate questions to ask with one another, time is wasted by repetitively asking candidates the same questions. Even worse is when interview data collected is not compiled in a complete and organized fashion and instead is shared more anecdotally.

Absence of a Social Media Presence.

Social media has become an integral part of the recruiting process, especially for those looking to attract millennials. Social media channels should be utilized to share information about open positions and further enforce information listed on the company career page.

Reactive vs. Proactive Recruiting Activity.

Many new hire searches are initiated by resignations or reaction to growth instead of being part of a strategic plan designed to deliver a pipeline of quality candidates when needed. When talent acquisition and sourcing activity occurs as a reaction to immediate needs versus a more proactive effort, organizations are left hiring the best talent AVAILABLE at the time of hire versus the best overall talent to fill the position.

Absence of Personality Profiling or Pre-Hire Skills Testing.

Personality testing (via tools like DiSC) give insight into the fit, style, and personality of prospective candidates for hire and serve as a guide down the line on how to manage certain personality types and preferences. Pre-Hire Skills Testing further qualifies talent and ensure that a candidate's skills are at the necessary level.

Lack of a Formalized Employee Referral Program.

One of the best ways to find new hires is through existing employees. Communicate new job openings throughout the organization, encourage referrals, and incentivize your team to tap their networks.

Incomplete or Inadequate Onboarding Processes.

You never get a second chance to make a first impression, so having a smooth, complete, and inclusive new hire onboarding process is key to retaining employees. If the process presents as unplanned and/or ad hoc, new employees may be left with a bad impression, potentially increasing the chances for turnover.

For more information about OperationsInc’s Talent Acquisition Services, please contact Kelly Kristan, VP Talent Acquisition Services & Business Development at or (203) 956-2572.