5 Recruitment Myths Debunked

Let s get right at it: Recruitment is recruitment is recruitment false. One size doesn t fit all. Just ask Cinderella s step sisters. Recruitment for any job, level, or industry may start off the same defining the need, however the lifecycle, approach, skill, and methods employed differ extensively. Another analogy is cars ask a Range Rover owner if they believe a car is a car is a car. Automobiles have an engine, wheels, etc. in common however how these components are constructed can be quite the anomaly. Would one s approach to building and buying a high end sports vehicle be the same as a family vehicle? Why then apply the notion that recruitment is recruitment is recruitment to drive your business forward when it comes to your key hiring practices? Recruitment is not difficult; it just requires hard work. False. If it were true, why have the same challenges facing recruitment been present for decades if recruiting were easy and just required effort? Convince the CEOs across multiple industries that their No. 1 challenge of hiring top talent hinges on their recruiters simply not putting in the calories to get the job done? If this were the case, then recruitment would be one of the most effective machines existing in organizations today. Recruitment requires professionals with the skills and expertise to apply to changing requirements, work environments, and target talent pools. It is not the post and pray or direct sourcing activities that keep a recruiter working hard. Recruitment is much more interrelated to the complexities of business. Recruitment is not a duty, or a task on the side of one s desk. Its importance is tied to the bottom line. Recruitment is a profession that requires training, development, and expertise. Ask yourself this: if recruitment came so easily every time, then why is the industry (comprised of RPO, ATS, consulting, agencies, job boards, social media, psychometric testing, etc.) worth so many millions of dollars? Agency or contract in-house recruiters are more effective than full-time corporate recruiters. Wait! This is partially true in many cases. Effective and efficient talented recruiters are few and far between. This is because of 1) time, 2) training. Full-time, permanent, corporate recruiters are often required to spend more time on corporate duties, administration, and updating a cumbersome ATS than on actual talent acquisition activities. These corporate recruiters handle high volumes which in turn reduces time to focus on candidate sourcing, management, and experience. These same recruiters are typically under-sourced or administrative or recipients of little if any professional development. Talented recruiters are sought after whether they are agency, contractors, or corporate, and come at a premium. It is the old saying, you get what you pay for, but I d add you get what you invest in. These talented recruiters possess a unique set of skills. These include: communication and listening skills; relationship building; concern for quality; networking skills; business acumen; research thirst for knowledge and understanding; tenacity; and most of all passion for acquiring talent. Post and pray or post and wait are no longer used in today s market. False. If this were only true. The post and pray (for the right candidate to apply to our ad) is still used in many organizations, regardless of size or industry. This is similar to the build it and they will come mantra. Using one s brand (and fostering its brand), advertising opportunities through job postings are only one piece of the recruitment puzzle. Relying on one s strong brand position in the market and on job postings are tactics that fail to yield the desired hiring result each and every single time. Companies are aware of this, but due to recruiters time and training (there lack of), and heavy investments in marketing, ATS, and job ads make this fourth myth a reality. The better approach is to use one s corporate brand and resources such as a careers website and job listings and focus on strategic and proactive recruitment activities to target the right talent at the right time. Social media has changed recruitment. False. Social media has modified virtually every aspect of our personal and business lives. Social media (such as LinkedIn, Twitter, Facebook, and others) have provided a medium for recruitment to reach candidates in a much faster and broader way than ever before. Recruitment has always been and continues to be about relationships, communication, networking, and quality hiring results. Social media is a widely available tool to attract and acquire talent. 管理新知 您可能感兴趣的文章 为什么经济不发达的地区招聘和找工作都难？

2015-07-09 HR必须掌握的八个用工实务问题 2015-01-08 你不敢讲的话，这位离职HRD全替你和老板说了... 2017-06-19 最近文章 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 沪调整城乡居民养老保险有关标准 24日前可就近办理 2018年01月13日 易车网任命总裁张序安为 CEO 李斌卸任 2018年01月12日 IBM：3万职位面临调整 1万人或被裁 2018年01月12日 2017年度职场出差行程调查，出差最多的居然是他们！！

2018年01月12日 热门文章 2017年度职场出差行程调查，出差最多的居然是他们！！

2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？

2018年01月11日 年底招聘难的原因和对策 2018年01月11日 面试热问：“你期望的薪酬是多少？”面试官到底在问什么？

2018年01月11日 京东隆雨：致胜未来，组织先行——VUCA时代的京东人力资源策略革新 2018年01月10日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon