Job Search Corrida

Companies obviously put an effort to get good programmers on board. Nobody in the right mind admit in the advertisement that they're looking for any "average Joe". The incumbent must be motivated, devoted, self-starting individual with skills and experience in a range between a simple "strong and sound" to a "kick-ass expert". Next step would be a name tag requirement, and we know such cases (their employer(s) got lucky :).
There is no job posts on Workoplis promising dull non-creative daily routines. Raise your hand, who faces this reality daily? Honestly!
Have you ever seen "We have no interest in the employees professional growth" on Monster? But in the real life, how many managers get cagey when it comes to the training budgets?
Why would you trick a person, promising one thing and giving another? Maintenance, new development, design and quality assurance tasks are different by their nature and require not just specific skill, but different mindsets.
Big companies may just don't know any better but it comes as a surprise that smaller companies are notoriously worse! Those guys just escaped the soullessness and moved on because it sucked there! As entrepreneurs they are obviously smart, but for some reason it seems that they not willing to give the same credit to candidates.
So why not put money where the mouth is - and not just the hard cash but all aspects of the employment, including intangible ones - the real duties, allowed level of creativity, possibilities of training and growth and dozens other things.
Wanna know where the money are? According to the 2006 CIO Magazine study IT stuff turnover rate was 14.5 percent. For an average company of 40 employees this means that 6 people live every year. Let's be very optimistic and assume that it will take 15 days to replace the guy with 50K salary. The calculation voodoo shows that turnover will cost the company 31K. That could be expensive. This could pay for a ten week-long professional training - enough to make all potential defectors change their minds plus improving morale for four (yet) loyal employees. Should it be enough m even without taking into the consideration the improved productivity and output from the employees?
If your new hire is a smart guy - he will figure out the catch quick enough and you will loose him. If he never will - then congratulations, you've got exactly what you were looking for!