4 Myths About Recruiting

 

We’ve heard some tall tales about recruiting over the years. Here are four we’d like to clear up for you today.

  1. Companies should begin the recruiting process when they have a job opening.

 

The practice of reactive hiring can place a company in the uncomfortable position of being forced to compromise. Having to start from scratch with every job opening, the hiring process can become a lengthy ordeal. The longer a position is open, the more pressure a company feels to fill it.  Managers begin considering candidates who aren’t qualified or start asking current employees to fill roles outside of their job descriptions.

Alternatively, companies can save themselves the headache by proactively working to promote a consistently hiring-friendly environment. Contributing to this would be discussions of company culture and branding and whether or not current employees are satisfied with their positions. Quality candidates are attracted to businesses who treat their employees well. This expands into marketing and networking plans that prioritize regular and effective communication with quality candidates.

Recruitment agencies are great at filling positions quickly, and we are often asked to step into hiring-crisis situations. But professional recruiting agencies can also be a great help to businesses wanting to change the way they view hiring, incorporating more long-term solutions into their business plan and building up quality practices so that no job opening has to begin at square one.

  1. Candidates will find us on their own; extra money for outside recruitment is a waste.

As a recruitment agency, we hear the money question often; “Is it really worth it to spend money hiring outside recruiting help? Surely, candidates will come to us.” Recruiters do come with a cost – but an experienced recruiter will be worth every penny.

Sometimes, talent will find you, and you will not need recruiting help. However, every business encounters difficulties at some point. Maybe a company is looking to hire a very specific skillset, or needing a position filled immediately, or struggling with high employee turnover rates, or getting little to no response from job postings, or a whole host of other hiring-related issues. It is at these times the value of a recruiter is unquestionable.

Hiring issues can take you by surprise. Even large, well-known companies do not get to put their feet up when it comes to acquiring new talent. If a prestigious, highly-regarded business is not successfully marketing open positions, they too will struggle to find the right candidates.

Don’t overlook recruiters as a problem-solving option. Investing in quality employees will only benefit your company.

  1. Recruiting can’t work for my company.

Maybe you’ve heard that recruiting is only for big companies, only for small companies, only for upper-level positions, only for lower-level positions, or only for a few particular industries. Skilled, experiences recruiters work with companies of any size, entry-level to C-suite positions, and across a broad range of industries.

Recruitment agencies and consultants have well-honed hiring skills: communicating well with businesses and candidates, researching new hiring practices and technologies, delving into specific industries and fields to understand specific needs, selling a position  or a company to a qualified candidate, etc. Additionally, professional recruiters have years of hiring experience, allowing them to diagnose all kinds of hiring problems and present workable solutions. These skills and experience can benefit any business.

A quality recruiter will be honest with you about how they are or are not able to help your company.  Often, with their vast connections and research capabilities, recruiters are able to provide valuable services even in fields with which they have limited initial familiarity. However, if there is a situation in which a recruiter feels your company would be better served by another agency, he or she can provide quality recommendations.

  1. Technology has made the role of recruiter obsolete.

Technology has changed industry worldwide, not just recruitment.  And while it has altered our job description – sometimes expanding, sometimes condensing – the heart of recruiting is still the same. Recruiters are professional communicators and professional deal closers. Tech improvements have yet to replicate the effectiveness of a skilled, experienced recruiter selling a candidate on a company. Technology is tool; it cannot supplant personal recruitment.

Great recruiters harness, rather than fear, new technology and will be able to put tech to good use as they work for your company. Recruiters can also be valuable consulting resources to companies wondering which new products are worth the investment.

Companies looking to improve recruitment practices should not hesitate to seek out recruiting experts. If you’ve been discouraged by these or other myths in the past, find an experienced recruiter who can answer your questions and help you make a plan to optimize your hiring.

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