From the blog

Avoid these recruitment myths

December 4, 2015 12:34 pm by
Categorised in:

Recruitment is a very unique field of work. It requires special attention to detail that is only available from certain personalities in the population. Though it’s essential for businesses to recruit well, there are some glaring mistakes that are best avoided. These mistakes over time have developed myths that further mystifying the process of finding the perfect candidate for your vacancy.

These myths are built on seemingly obvious assumptions that are completely unstructured and baseless. One good example is that you might be assuming that the best recruits are outstanding candidates or top performing employees who will find their way to your email, social media, or front door. Not true at all.

Myth 1. Talent comes to you

Talented superstar recruits are a hot commodity, who are typically busy working, rather than hanging out online sending in applications. They’re heavily sought after by recruiters. Similar to finding the best athletes for a professional team, most of the best sportsmen and women are already in a team.

Myth 2. Only big businesses should recruit workers

Another belief that could be detrimental to a company’s overall success is the fixation on company size. It’s usually assumed that only larger companies can afford to, or need to recruit hires. However, for the smaller company, fewer workers means that every individual’s role has a greater impact on the business’ outcomes and success.

That means for smaller companies making a hiring decision involves greater risk, but also the potential for greater reward. The benefit here is that most recruiters are in your boat, making such an assumption. That means there’s a greater potential for you to bring great hires to smaller outfits, which makes you turn into a superstar recruiter.

Myth 3. Only recruit the critical roles

Another misconception is that only certain jobs and career levels or rungs of the corporate ladder require the touch of a recruiter. Go far beyond just using a recruiter for IT and CEOs. A recruiter is effective for hiring everyone from an assistant to an admin because company cultural fit and effectiveness of the worker will impact the company’s bottom line.

On the other hand, if you have an assistant who is efficient, and dually able to complete tasks accurately, then you have a positive net from that individual’s presence in the company.

Myth 4. Human resources is too time consuming

It sure feels like recruiting takes up a lot of your time, right? Well, this is another misconception. It doesn’t have to take up a lot of time. Consider anticipating openings, before they happen so that you’re prepared. By planning your vacancy marketing, the company suffers less of an impact if someone leaves the ranks or gets promoted. Recruitment software checks potential hires against your goals and indicates what applicants are suited to every position in a corporation.

Myth 5. My software will do all the work

Just as you expect the receptionist to work and to not get lazy, wrongly believing that the recruitment software is going to do your job is a huge misconception. You have more value than software.Utilise the tools available from the recruitment software whilst looking at CVs for yourself to see if an applicant’s skills might work well within your company. You’re a recruiter because you have that extra special ability and skill set, to identify an individual’s potential and value for your business.

Use it, because otherwise you may be robbing an applicant of the ability to also shine and make a huge contribution to a business. You want to treat people like humans, because as soon as the economy improves, you do not wish to be ’that’ recruiter. Don’t be the one who was on a power trip of excessive laziness. Don’t rely too heavily on the software, because software is only as good as the recruiter using it.

Myth 6. Recruiting scares people away

However, what’s more likely to be a shortcoming for recruiters is a tendency to shy away from, well, recruiting. They may wrongly believe that it scares off applicants who would be good workers. Especially in this day and age, there’s nothing more flattering than knowing that a recruiter and an employer thought of them.

It means to the individual worker that they’re valued and that someone has taken the time to look at their CVs, evaluate their skills, and see the potential they might have for their company. It makes an excellent impression for a business to have a recruiter who takes this initiative. This intense process reduces the strain on HR too.

Myth 7. Keep trying, the right person is out there

Many recruiters feel pressured and stressed by previous failed attempts at recruiting. If there were a crystal ball, every hire would be the right hire. The crystal ball (your recruitment skills) has not been perfected yet, so there are no guarantees and it’s absolutely acceptable to make a mistake. After all, we’re only human. Generally speaking, a good business mentality to have is to leave negative experiences behind and learn from them rather than letting them push you down.

Myth 8. Job recruiting is ineffective/useless

Job recruitment is 100% effective; there is absolutely no doubt about that. It may be possible that businesses may think otherwise due to the fact that they were misusing some tools due to lack of training for finding the right candidates. An excellent way to find real workers, is to speak with your recruitment software provider, request training and utilise the full functionality of the software. An excellent way to find real workers is to post on social media and your company website, along with word-of-mouth.

Making recruiting a priority may increase successful hiring, which is a win for employees, for you and for the company. Use the tools available in this modern era, though insert yourself in the process by acknowledging your expertise to discern between what looks good on paper and what would work for your company.

Tags: ,

No comment so far

Leave a Reply

Your email address will not be published.