5. Not having career paths for employees. While this might not seem relevant to this article, it is. " Career Mapping is probably the most important management tool we use internally. Figuring out where someone wants to go and will be successful is one of the most important frameworks we use for promotion trajectory and managing folks over time," says Michael Rosenbaum, CEO of Catalyst IT Services. The reason: To get the best talent you have to have something to offer. If you can demonstrate a clear path for advancement, it will make it that much easier to attract and retain talent.
Another important note: While many IT pros are happy to follow the beaten path for advancement, management isn't for everyone. If you are career-mapping it's important to include a career map that doesn't take the typical management path, says Tracey Cashman, partner and general manager in information technology with WinterWyman.
Going from a programmer to an architect is one example where a programmer is getting more responsibility but not necessarily performing management responsibilities. "It's critical to have both paths outlined to appeal to both sets of employees," says Cashman.
6. Restricting your search to job boards or recruiters. "Sometimes the right person is already in the organization and with a little TLC and training you can get them where you want them to be. That and they are already a known quantity," says Cashman, who notes that it's good for retention if employees feel like there is a good probability they will be promoted because the company promotes and hires from within.
7. Not motivating everyone in your organization to refer candidates, and not giving employee referrals special attention. "Every study we've seen supports our experience: Good people recommend other good people. And you get a built-in reference, usually with contact information for other former colleagues who will vouch for the candidate as well," says Lichty.
Put your job postings out there to your peer network and reward employees for referring good new hires. "We have a very active employee referral program. Our most significant source for new folks is people who know an existing employee," says Rosenbaum.