When it comes to any line of work, there has to be a solid mix of natural attribute and acquired knowledge to climb that ladder. In recruitment, the staples that people look for are social skills, flexibility and timing but what else should you be looking for?
Have you ever been completely wrong about a job candidate? Believing in these recruitment myths will often be the reason for this. Be sure to avoid these common mistakes by reading this article.
Myth #1: Education and experience is the full story.
Unfortunately, the emphasis is sometimes placed on the years that a candidate has had a job or how long they spent at school. However, the truth is that some of the best candidates will display a raw talent that needs only minimal development in order for him or her to be a success in the given job position. When it comes to filling a job, a resume only tells half the story, so be prepared to evaluate a host of other factors–ability to communicate, personal appearance and your gut instinct as a professional–to determine if a candidate will be a good fit for the job.
Myth #2: Position suitability of a candidate will be revealed during a job interview.
Although it is certainly a valuable tool for candidate evaluation, there are several downsides to job interviews that recruiters should recognize. To begin, most recruiters ask only the most common questions during an interview, which are more likely to generate rehearsed responses than to reveal the character of the candidate. In order to overcome this disadvantage, come up with a creative process for the job interview. For example, bring the candidate in for a day of work to see how he or she responds to the challenges presented in the role that you are trying to fill.
Myth #3: Finding out how a candidate handles a challenge can be done during the interview by adding pressure through questioning.
This is almost always a negative way to begin what may be a very long relationship between the candidate and the hiring company. Keep in mind that interviews are already nerve-wracking enough for most candidates, and unnecessary pressure might result in a negative performance for an otherwise stellar potential employee.
Myth #4: The hiring company always has the upper hand in the hiring process.
Job interviews and recruitment fairs are activities which make the candidate buy into the hiring company as much as you can find the right people for jobs. Especially in higher-paid positions, each candidate may have something unique to offer your client’s company that you won’t be able to find in anyone else. Never stall negotiations regarding salary or wait too long to offer the position because this can greatly sour the deal.
Myth #5: During a down economy, you shouldn’t actively recruit.
While it is true that the current demand for jobs may be greater than the supply, one of the worst ways to respond to the job market is to act passively. Your inbox may be flooded with hundreds or even thousands of resumes, but that won’t ensure that you are attracting the very best talent. Keep making connections and talking to people to find out who the most qualified candidates are.
These five myths are only the beginning. The more myths that you can uncover, then the finer you will tune the recruitment process, and thus enable you to be a better recruiter and discover more talent.