8. Setting the bar too high for a new hire. Many companies are guilty of waiting too long while searching for a proverbial needle in a haystack, according to Cashman . "Despite the fact that it's difficult to find qualified technical people, some companies are still keeping the bar extraordinarily high. If they've got a laundry list of 10 items, they want all 10 [and] they aren't willing to settle for five and a great personality; they want everything" says Cashman.
9. Taking too long to hire a new employee."It cost money not to hire," says Cashman. If you're not producing a certain application or your resources are overloaded because you haven't brought on that new developer, it can affect your bottom line. "People get wrapped around the axle trying to find the perfect profile instead of the best athlete that's available to them," says Cashman.
10. Creating a poor job description. The job description and profile will be the device that brings many applicants to your door. Not taking the time to do this right can cost you in hours, patience and dead-ends.
Take the time to carefully think through and write the job posting. "It should be specific about what you're looking for to discourage the unqualified [and] broad where you're open to a wider set of talents. Don't ignore "soft skills" when crafting your job descriptions and during the interview," says Lichty.
If your job description isn't interesting, who will want to read it? "Make it read like an ad," says Cashman," Most people want to see something in writing and it's important that it sells. Maybe they are going to learn a new technology or get experience in a certain line of business.
11. Not making recruiters your best friend."Staffing will play more of a role in your success than any other group. Make internal recruiters your friends. Learn to explain what you're looking for in their lingo," says Lichty.
Cashman's advice: "Be clear about what your nonnegotiables are, but be realistic and give feedback." Talk to recruiters on a regular basis and give them the rundown after interviews. For example, " the last person you sent was a perfect fit via skillset but wasn't a great culture fit. We are looking for someone who works better on a team than in a silo."
12. Ignoring the culture fit. Someone may have all the qualifications and seem like the perfect candidate on paper, but if he doesn't fit into your corporate culture than you may very well be having to go through this whole process again before too long. "What you're really looking for is someone who is going to thrive over time, says Rosenbaum.
Lichty's advice: "While the rule is that good people recommend good people, always, always, always listen to your gut."