​ 
1. You wait for someone else to control the process. This is your hire, that you’ll have to manage. You make the decisions.
 
2. You fall into the trap of wanting to hire someone who is perfect. You’re not perfect. No one is perfect. Hire someone who can succeed in your job, your organization, under your leadership. Don’t hire perfect.
 
3. You try and hire someone who is just like you! You were successful in the job, which is why you are now the leader. So, it makes sense that someone just like you will also be successful. This tactic fails more times then it succeeds because we are actually challenged at managing ourselves! Find someone who compliments your weaknesses, and has the skills to do the job and you’ll have a better chance to find success. You’ll also add more diversity to your team!
 
4. You don’t move fast enough. If you interview a very talented person, there is a good chance someone else is also interviewing this very talented person. Pull the trigger and get them before someone else steals them from you!
 
5. You wait too long to fire a miss-hire. First-time leaders are the worse with this. They feel like they can make anyone work! Plus, they feel more ownership since it was their first time. Stop it! This won’t be the last time you make a bad hire. Give yourself the best leadership gift ever and move on from a bad hire quickly!
 
6. You don’t believe it’s your job to recruit and source talent. Guess what, ? The organization gave you the keys to run a department. They believe in you. If I’m given the keys to run anything, I’m running the whole thing! It’s my department, which means I own the talent, which means I’m going to help find the right talent for my team. I know what is needed better than anyone! I own this!
 
7. You believe that leadership will judge you based on this hire. Leadership won’t judge you based on one hire. Leadership will judge you based on a pattern of hiring success, or lack thereof. One hire will not define you. Many hires will. R.E.L.A.X.
 

According to CareerBuilder's recent survey of 1,000 hiring managers, these are the Top 8 Reasons why new graduates aren't receiving the offers they are hoping for:  Are you among these offenders?
1 - 37% of grads were written off because they didn't send an old-fashioned thank you note.
2 - 35% of hiring managers say interviewees were clueless about the company they wanted to work for.
3 - 31% of candidates didn't get the job because they failed to include a cover letter along with their resume, although less important than they used to be, some hiring managers still like to see them.
4 - 29% percent of bosses thought that the interviewee should have asked questions.
5 - 26% of hiring managers were turned off by bad grammar in resumes and in person.
6 - 26% felt the candidates needed professional references.
7 - 21% found selfies and questionable pictures on social media unfavorable.
8 - 19% of new grads got a "no thank you" because they checked their phone during the interview.

 
Joblessness rates dropped even more during May putting our national unemployment rate below 4% for the first time since 2000.  Good talent is getting increasingly harder to find and as the economy continues to strengthen, companies are noticing market average for salaries across all fields is not attracting the same talent it once did.
 
According to CNN Money, earnings haven’t grown significantly since 1973 and economist are now expecting that to change. Our staffing firm has already seen some of our clients who are in front of the curve offer higher salary rates and even sign on bonuses to secure top employees. We have also seen some positions stay vacant for months trying to find the best qualified candidate at what seems to be industry standard for salary rates. Employees are unlikely to leave their current firms for lateral moves. 
 
At VITUS Search Group, our job is not only to find top talent but educate our clients giving them the tools they need to remain competitive in an employee market. One of the most effective ways, to effectively hire within a tight candidate pool is to discover how competitive you are in your industry and adjust budgets accordingly to get your desired candidates. 
 
For more information please respond to this email or you can call me directly at the number below.