Today’s job hunters are more demanding than ever before. If recruiting wasn’t a hard enough job already, candidates are now searching with a strict set of criteria in mind. What’s more, with recruitment advice coming from here, there and everywhere, it can be hard to know what to listen to.
The landscape of recruitment is continually changing, especially with the emergence of new technologies. Candidate trends will also continue to come and go. But one thing’s for sure, there are a few commons misconceptions about recruitment that crop up frequently. Below we debunk some of the most common myths of hiring.
- Candidates without relevant experience shouldn’t be considered
Unfortunately, experience can be a catch 22 for job hunters. You need relevant experience to get the job, but no one will give you the job without relevant experience. In reality, this should not be the case. Just because someone has no relevant experience, it doesn’t mean that they shouldn’t be considered for the role. CVs are great for getting a rough idea of whether a candidate is a good fit for the role or not. That said, it is not the deciding vote and should not be treated as such.
When skimming through a CV, though someone may not have some, or all of, the relevant experience required, they may have other great skills. What’s more, just because a candidate has never worked in that particular industry or role, it does not mean they don’t have a great set of transferable skills to bring to the table. By looking passed the obvious, you might find a great candidate that you can shape into a great worker within your business.
- A strong employment history shows loyalty
Looking at a candidate’s employment history can be deceiving. Just because someone has done a longer stint in a business, it doesn’t necessarily mean they’re going to be a more loyal employee when they join yours. On the other hand, just because someone has done shorter stints at various companies, it cannot be assumed that they are disloyal. Millennials in particular get a bad press for job hopping, but there are some important aspects to consider.
Every company, and candidate, is different. You may have a candidate who is really hands on and makes a big contribution to a company in just a year. After all, freelance work is becoming increasingly popular. So don’t assume that just because someone has longevity on their side, that it makes them the right candidate.
- Top performers will want top salaries
Another assumption that recruiters tend to make is that those who are incredibly skilled at their job, will be out of their salary range. This is not always the case. It stands to reason that if someone is very talented they can charge more for their services. But that doesn’t always mean they will. Not to mention that many might be willing to accept a lower salary if the whole package (perks, location, responsibilities etc.) meets their needs.
- If it’s worked before, it’ll work again
Recruitment is challenging. This means that you may need to shake things up sometimes to continue making the right hires. Every role is different, which means you may need to adapt your recruitment process as such. Using services like job boards is perfect for this. They enable you to add or take away from your package and seek guidance when you need to.
Keeping up with the latest candidate trends is also a hugely beneficial way to stay ahead of the game. This means you can adapt your strategy to ensure the most cost effective hiring process.
The recruitment industry can be extremely competitive. Consequently, these common misconceptions of hiring could be holding you back. Getting your strategy right is key, and this doesn’t always mean taking the same approach for every candidate.