Busting Recruitment Myths

Recruitment can sometimes carry a few untruths that agents and employers can become blurred by. As with any job function it is up to us to uncover the truth and demystify sometimes elusive misconceptions about the industries that we work in.

There are in fact a few myths surrounding recruitment that often confuse situations and disillusion recruiters into thinking they have a clear cut understanding of the processes involved. Recruiters need always remember that as mentioned in other articles, everything in life is fluid which means that everything is constantly changing and evolving and what may work today may not necessarily work tomorrow.

To help you along the way Jobs.co.za thought to shed some light on a few common fallacies found in recruitment and bust a few recruiting myths along the way. To follow are six of the most common recruitment myths; Busted.

Myth One: First Impressions are always Accurate

Busted: It is almost impossible to ignore the first impression a Job Seeker leaves on us after only having met and conversed with them for a few moments. Busting this recruitment myth is really about gut feeling and first impressions. These do leave a mark on us but might not necessarily always the right imprint. It is always important to pay attention to the impressions that you get after meeting a Job Seeker but more importantly not to base employment decisions on these feelings. With that said it is worth adding that no business decision should ever be based on feelings and feelings alone. A balance between fact, feeling and logic is required to succeed when making any kind of decision especially the ones that determine your success as a Recruiter. Remember that during job interviews and pressured situations people behave differently to how they would if they were slightly more relaxed. Stress and anxiety can sometimes bring out the very worst in people which causes some disparity to who they essentially are.

Myth Two: Strong Job Interviews Guarantee a Perfect Job Seeker Match

Busted: This being one of the most common misconceptions in recruitment, this is in fact as false expectation of job interviews. Regardless of how well a Job seeker may fair in a Job Interview Recruiters need always investigate the relevancy of the Job Seeker from every angle of their application. As with public speaking, some Job Seekers are just really good at job interviews and selling themselves to unsuspecting Recruiters. While confidence and charisma is a terrific character trait to have, the gift of the gab does not qualify as reason to place an unsatisfactory Job Seeker in a mismatched role. Recruiters must never rely on the success of a job interview to determine the success of a candidate in the role that is vacant.

Myth Three: Stick to Common Interview Questions to Ensure and Accurate Assessment

Busted: Frequently asked job interview questions serve as a guild line and a base for Recruiters to steer the job interview by. While they serve a purpose, asking common job interview questions should never be exhausted to the point that the Job seeker is able to answer the question before the Recruiter has finished asking it. Following structured job interview procedures without any room for variation is a myth and will work against the recruiters favour. Job Seekers are advised to prepare ahead of job interviews and part of this research includes preparing responses to frequently asked job interview questions. When Recruiters adhere to only posing common job interview questions they guarantee receiving rehearsed responses, resulting in an inaccurate reflection of the Job Seeker.

Myth Four: The Harder Recruiters are on the Job Seeker the Better the Assessment

Busted: This myth is the worst strategy to have when assessing the relevancy of a Job Seeker. When Recruiters make use of terror tactics to establish if a Job Seeker is well suited to a role all that is accomplished is false power on the Recruiter's part. As Recruitment professionals it is not your role to try to catch the Job Seeker out but rather to objectively measure their skills, accomplishments and relevancy of the two to the role that your client is looking to fill. While dealing with pressure is a skill that all Job seekers should be able to manage dodging bullets during Job interviews is not. Never bully Job Seekers during a job interview or any stage during the recruitment process not only is this a counterproductive tactic but removes from your integrity and professionalism as a Recruiter.

Myth Five: Experience outweighs Formal Qualifications

Busted: Relying on years experience within a given job function and discounting formal education and training is a myth that is not as common as others but does still play a part in Recruitment. There is no amount of year's experience that replaces the weight that formal qualifications carry. Naturally this depends on the role that is being filled as some may call for a formal qualification where others may not. However in those roles that do require formal education and training, Recruiters should always ensure that the necessary qualifications are in place. Think about it as such, you wouldn't go to a GP who has loads of experience but no formal qualification behind them. The same applies to any other role requiring formal training and educational qualifications and grooming.

Myth Six: Past Proven Track Records Secures Success

Busted: Regardless of any Job Seekers proven track record in the past (and the same applies to negative track records) does not secure success in any other role going forward. Experience is one thing and plays a vital role in a Job Seekers grooming and ability to perform the job function but does not guarantee success. Each working situation is different and comes with various challenges and hurdles that Job Seekers will be faced with. While a proven track record indicates productivity and efficiency, this was in fact displayed in their previous roles and success may not be attained as successfully in new situations as they did in previous ones.

By following misconceptions about Recruitment in the hopes that they are in fact helping you is deconstructive and essentially wasting time you don't have. After familiarising yourself to and busting recruitment myths is in fact the best way to move forward on the successful path of accurate and sustainable placements. Not only with your clients return for future assistance but you too will be left with sense of accomplishment and productivity.

Author: Gillian Meier, CEO of Jobs.co.za