Top 3 Talent Selection Blind Spots

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Talent Selection Blind Spots Can Hinder Your ability to Recruit Top Talent
When selecting and interviewing top talent, beware of your talent selection blind spots. It is all too easy to hire talent that is familiar and comfortable while you ignore and overlook the talent you actually need to effectively execute your strategy.

The Top Three Talent Selection Blind Spots
According to our clients, here are the top three blind spots that mess with your ability to select top talent that fits:

1.  Thinking Familiarity Is Good
As humans, we all are typically more comfortable with those who are familiar to us…people who think, act and look as we do. But in a corporate environment, this seeming preference for a tribe of like-minded folks can be crippling. There is richness in diversity; without it we build teams of clones who march to the same drummer.

If you truly want to foster an environment where innovation is valued, you need to hire not for compliance with the status quo but to look instead for a variety of attitudes and backgrounds that can bring fresh perspectives and new ideas. As you select talent from outside (or promote talent from within), be wary of favoring those simply because they are familiar.

2.  Thinking Agreement Is Good
Another common talent selection blind spot is that we are apt to surround ourselves with people who agree with us. We have all seen leaders who have a cadre of “yes men” who dare not challenge the will or direction of the one they follow. This can be not only harmful to the future of a company or country, it can be outright dangerous.

Think of political leaders who are not encouraged to consider different points of view or to try to see situations from another’s perspective. Wars have been fought for less. Within your corporate setting, as a leader, encourage your staff to freely challenge your thinking.

Find the talent who feel free to ask questions about why you have proposed a certain solution and to come up with alternatives.

3.  Thinking Talent Comes Before Culture
Think of workplace culture as the way things get done in a company on a day-to-day basis. Culture defines the norms of behavior that are accepted. It includes the way people think, behave and act.

According to a recent Harvard Business School report, culture can account for up to half of the differential in performance between organizations in the same industry. Our own organizational alignment research found that cultural factors account for 40% of the difference between high and low growth companies.

So culture is something you, as a leader, need to build and reinforce…one that fits your organization’s specific strategy and promotes the values that will help you grow. Culture should play a major role in how you select and promote talent. Yes, a multi-faceted company needs people with many different talents, but employees should fit into an overall corporate culture.

The Bottom Line
If you are not careful, common talent selection blind spots can inhibit your ability to attract, engage and retain the people you need to be successful.  Familiarity and agreement are not always good when it comes to talent selection.  And make sure that your people strategy aligns with your culture and business strategy.

To learn more about high performing talent, download Exposing The Big 3 Corporate Culture Myths about Talent

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Intuit

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Samsung

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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Director of Human Resources

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

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Director Human Resources

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