December 10, 2014

Top Recruiting Myths Uncovered

StoneCompanies can take anywhere from a single week to multiple months to fill a position, and unfortunately, after a new hire, companies are sometimes dissatisfied with their selection. Those dissatisfied are left to review a potential fault in their process or consider a new approach; however, many companies have not discovered that a recruiter may be the best solution to their hiring problems.

Utilizing a recruitment firm is often a misunderstood and overlooked option when looking to hire, and in order for companies to best understand a recruiter’s purpose and how they may benefit a company, I have clarified some of the most common myths:

MYTH 1: Everyone wants to work for the company.

Companies often believe that everyone wants to work for them. In reality, companies and candidates are not “one size fits all.” A recruiter invests time in understanding the industry, company, etc., to know who would be a good fit for each position and company.

Top candidates are oftentimes not actively seeking a job and are known to make well-thought-out career decisions, as many employers want to hire them. Recruiters have to get to know candidates and understand what they find important in a job and what would motivate them to accept an offer. 

MYTH 2: Recruiters have a drawer full of top candidates.

Top candidates are not often actively seeking jobs and therefore would never have learned about your opening if they had not been contacted directly by a recruiter. Similar to salespeople, recruiters have to connect with people in order to be successful. Through their high-quality connections, recruiters are able to focus on strategic and proactive outreach in an attempt to target just the right talent.

MYTH 3: Job boards are great for attracting talent.

Companies believe that their status in the industry or their job postings alone will yield the desired hiring result. This approach, however, fails most of the time. It is easy for candidates to apply for a job online, hence why employers get a large number of applicants who do not even meet the minimum requirements.

Recruiters, on the other hand, have a unique skill set – networking, business, relationship-building, understanding quality, communication skills, listening skills, persistence, a passion for exceeding expectations – that provide quality hiring results.

MYTH 4: A company cannot afford to pay a recruiter’s fee.

A company needs to understand that they will get what they invest in, so they should consider the financial impact hiring the wrong person could have on their business. For instance, making the wrong hiring decision could negatively affect client relationships, production deadlines, staff morale, and more.

Recruiters invest a lot time in the industry in which they are looking for talent. This tactic allows them to get a better understanding of what clients and candidates do for a living. For instance, they attend meetings and do research to understand the industry, how it may be evolving, and the qualities talent should possess to be a good fit. 

Although many feel an internal recruiter can perform the same job, internal recruiters typically do not direct recruit due to workloads and resources. The outsourced recruiter has the benefit of being in the marketplace and gains valuable knowledge in their work with other companies, candidates, and large developed network of passive candidates and referral sources. The goal of the outsourced recruiter is to ultimately make the decision and process easier for the company.

MYTH 5: A company can’t do a reference check on a candidate’s current employer.

There are always other options available to verify a candidate’s current employment, such as a recent paystub or copies of a performance evaluation. Many companies may prefer to have a better understanding of the skills and knowledge a candidate can bring to the table, and could therefore speak with a candidate’s previous supervisor who may no longer be with the current employer. 

The best way to verify the information the candidate provides about their current employer is to tell the candidate at the time of the offer that the offer is contingent upon verifying the information after they have given notice. If the information provided (i.e. title, dates, salary) is not what is verified, the offer is then rescinded.

Ultimately, recruiters partner with a company to help the company achieve their hiring goals. While not every company may find success in working with a recruiter, a recruiter who specializes in the company’s industry and invests in their relationships is a beneficial partner in the hiring process.

Read more in Recruitment

Sue Sattler is the President of Talent Network Group, a talent acquisition firm in Wisconsin that helps companies grow and strengthen their organizations through targeted talent acquisition strategies and strategic workforce initiatives. Sue has been recruiting for 20 years and is passionate about helping companies find their ideal employee.