7 talent mistakes that are destroying your bottom line - TheJobNetwork

7 talent mistakes that are destroying your bottom line - TheJobNetworkRecruiting and managing talent has become one of the hottest topics in this hiring market, both for boots on the ground recruiters and the executives who are tasked with strategizing and organizing. If you find youre getting frustrated by the challenges and stresses of talent management, youre certainly not alonebut it doesnt have to be that way. Lets look at some of the pitfalls you may be experiencing, and how theyre sabotaging your best efforts.1. Limiting diversity to the hiring processOnce youve found and hired a diverse team, that checks off the diversity success box, right? Not quite. Finding diverse talent is a great first step, but you need to keep up that momentum among employees, and not just new recruits. Its important to keep considering how to manage diversity on an ongoing basis, well after the team is in place. Are team leads equipped to manage a diverse team? Are diverse team members supported, cul turally, or are they expected to blend in with the homogenous corporate identity?Another key mistake in this area is thinking too narrowly about diversity, and not considering diversity beyond the obvious gender and ethnic differences. Theres also cognitive diversity, which essentially means embracing different thinkers, people who have leadership styles that may seem unorthodox to your company, or personality types that havent typically had broad representation at your company before. Its about diversifying thought and perspective to maximize success, not just about diversifying the demographics.2. Prioritizing change for changes sakeEveryone wants to be innovative. But are you pushing innovation initiatives at the expense of things that are already working and clicking well? Think of it like those New Years Day resolutions. In December, the status quo is happy and merry and full of sugary goodness. January 1, reality hits, and suddenly there are draconian goals about fitness and d iet as an immediate reaction. Try to see change management as a lifestyle change, not a crash diet. Make sure youre taking stock of whats working with your talent management, and change things up when it feels rightnot because you feel like you should be shuffling things around just to keep up with the times.3. Letting disagreement derail projectsHaving everyone sign off on every project isunlikely. The whole point of having diversity in perspective is making sure that all angles of a project are considered. But when it comes time for the leaders to commit, they need to ensure that naysayers are willing to commit to the projecteven if they disagree with the methods. Its not about making sure everyone comes around to a particular position, but rather that theyre willing to go along with the leaders final assessment and plan.