Here is an excerpt from an article written by John Morrison for Talent Management magazine. To check out all the resources and sign up for a free subscription to the TM and/or Chief Learning Officer magazines published by MedfiaTec, please click here.

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Talent managers can use these tips to help shape and guide assessment-focused talent management initiatives.

Talent managers play a key role in defining and guiding organizational effectiveness initiatives so that they have the desired impact. When it comes to talent assessment, mistakes on their part could put the success of the initiative in jeopardy.

Here are some examples of common mistakes and tips for talent managers to avoid them. It highlights the importance of properly shaping and guiding assessment-focused talent management initiatives, and the talent leader’s role in doing so.

[Here is the first of Morrison’s four “common mistakes and tips.”]

Don’t mistake a lack of supervisory skills for an entry-level turnover problem. 

There are pre-selection tools that can be used to screen out applicants who are likely to quit soon after joining the company or be terminated for cause. But in some cases, the problem is not selection oriented when high turnover is observed. Instead, it is a lack of effective supervisory skills among the front-line leaders. There is truth to the old saying: “People join companies, but they quit on their bosses.”