We all go through the recruiting/hiring process at some point in our lives, whether as a candidate, recruiter, or employer. Recruiters play an important part in a person’s professional progress. Despite this, there are numerous myths and inaccuracies regarding how recruiting and hiring function. Most of us have no idea what goes on behind the scenes.
Well, we’re here to set the record straight and shed some light on the “mysterious” world of recruitment. Whether you’re a hiring manager or a candidate, here are the 4 most common myths that are ready to be busted.
Myth #1: The Right Candidates Will Find You
Spoiler alert: They probably won’t find you. The top job applicants won’t find you until you aggressively recruit and advertise your employer brand. Posting on the job boards will attract candidates, but not always the right ones. Without a recruiter, you’re going to be trapped between relying on external applicants and depending on your internal team to source talent.
If you’re a candidate, this means you should take the time to (at least) read the opportunities a recruiter is sending you. You may never see that opportunity again.
Myth #2: You Can’t Compete With Higher Paying Companies
There are so many factors that go into a hiring decision. Focusing solely on salary is often a complete waste of time. There are so many angles to approach each role. Does the role present exciting and challenging opportunities? Is the office in a good location or do you offer remote/hybrid options? Do you offer performance raises? Are you offering stability? A comprehensive compensation package includes a combination of direct and indirect pay.
Myth #3: Technology Can Recruit For You
Although technology is fantastic, it is not everything. The key to attracting top talent is to personalize the experience and engage with job searchers in constructive ways. AI is gaining popularity in recruiting, owing to its enormous potential to automate some of the low-value, high-volume recruiting operations that continue to consume time and attention. With that said, it can’t replace the value of the relationships recruiters build for your brand. Relying solely on tech will also pull some of the best candidates out of the mix.
Myth #4: Employment History Demonstrates Quality
The performance of employees in a new organization is not always effectively predicted by their prior work experience. Like other hiring myths, you might assume that prior experience is essential. The presumption is that knowledge and skill development are aided by experience; however, oftentimes it is not an accurate predictor of someone’s potential or whether they’ll perform well if employed. That’s why it’s a good idea to be especially strategic with the interview questions and consider pre-employment testing.
If you’re a candidate, what this means is that you are not your job title. Before you enter the interview phase, establish your previous accomplishments and the skills you’re bringing into the role.
Every employee you hire is a piece of the puzzle that is your company’s canvas. Hiring exceptional individuals is critical to success. If you’re ready to hire the best (or if you are looking for a candidate), you can learn more about us here.