As we all face the challenges of recruiting enough highly-skilled and professional workers to sustain company growth, it is important to put your best foot forward to attract top talent. Here are some common pitfalls we see and that you should avoid. Job descriptions with too many requirements.  Some companies post job descriptions with an impossible number of requirements, and then use software to filter through thousands of applications. Their talent search is doomed from the start when there are precise words needed to alert the applicant-tracking software that a candidate should get through the gates and into an interview.  Companies chasing “purple squirrels” - an exotic and extraordinarily rare species of candidates – waste a great deal of time and opportunity.  These companies should consider: recruiting to train - recruit talented people, and train them to be the skilled employees desired. High-tech companies should not always force applicants to apply through automated resume screening tools.  You should consider placing more emphasis on a candidate’s ability to learn and adapt rather than being overly precise on a given skill set. By focusing on foundational competencies and professional athleticism, you’ll get to look at a broader pool of qualified candidates.  You may even find talent your competitors might have overlooked. Job needs and performance objects are not understood. Everyone on the hiring team should know what they’re looking for before they start looking. Before the sourcing process begins, everyone should agree to the real job needs and performance objectives.  Furthermore, all those involved in the hiring process should understand how to attract, assess, and recruit star candidates who likely have multiple opportunities.  “Recruited” top performers - who aren’t necessarily “looking” – seek to understand real job needs and how a specific assignment offers them stretch, growth, and upside opportunity. They must see your opening as the best among competing career moves.  “Money talk” frequently takes a back seat to this discussion. A negative job search experience.  Employers need to really focus on giving each candidate a good job search experience.  Otherwise, you will get negative word-of-mouth, and, consequently, fewer applicants. Don’t just brush off the rejected candidates; give them feedback. The applicant might not have the right skills, but he or she might know someone who does. Sources: http://www.startribune.com/business/195782261.html?page=1&c=y http://mashable.com/2012/12/29/recruit-tech-talent/ http://www.ere.net/2011/05/27/don%E2%80%99t-waste-your-time-recruiting-passive-candidates/