With the change in the corporate and business worlds and their operation on digital platforms frequently, the recruits’ hiring process has undergone many advancements and changes. With each innovation comes a few queries and complexities that applicants wish to ask from the company. With the adoption of new techniques by HR, certain myths are also bound to rise. Believing in such myths sometimes can hinder the hiring process and waste money and time. VivaHr.com provides job description templates that can help recruiters in writing the right job descriptions. You might want to check their website to be able to write good job descriptions.
Following are the 11 prevalent recruitment myths, and these must be denied and busted.
1. Recruiters Make Extra Profit on their Fees:
Most business consultants and recruitment companies have specific commission structures based on fees for business growth. The misconception around the excessive recruitment profit is false because only a modest percentage of the overall cost is charged.
2. Recruiters Never Call Candidates Back:
Another myth revolving around the business industry is that once the CV is dropped and the interview is conducted, the companies do not call candidates to update. It is true in some places but in the greater scheme of things, the candidates with great skill set are often called back.
3. Recruiters Poach Candidates to Put Them in the Same Positions
Some candidates are often poached by the recruiters from the job they are presently working to place them in another domain. It’s wrong because if an employee is doing good in one domain and is getting profits, the employers would never shoot himself in the foot by moving him to another position.
4. Nothing is Free When you Deal with Recruiters:
This is one of the biggest misconceptions that job seekers have to pay hefty amounts to get recruited. However, professionals do not take it this way because the right person for the job is an asset to the company. The one who serves well stays.
5. Recruitment Agencies are Expensive:
It is certainly false because businesses get fees from the clients when they place a candidate. However, the price is quite flexible and moderate. Especially if the client fills out more vacancies, then a specific compensation is usually given. Building a relationship is important than extorting money.
6. Don’t Respect Your Privacy:
This myth is understandable because many recruiters get annoyed or irritated during the recruitment process. However, competent recruiters always call candidates during optimum office times.
7. Recruiters do not Send Competent Candidates to the Clients:
The recruiters are hired to send competent candidates to the client and if they fail to do so, they are failing on the job they are hired for. This is a myth that recruiters send in many candidates to the client without thinking much about the candidates’ credentials.
8. Candidates who Change Jobs Frequently are not Accepted:
This is a quite prevalent myth that is busted by many facts. Often candidates who switch jobs are talented and have explorative qualities. It is recommended to know why and for what purpose did the candidate switch jobs.
9. You Should Always Negotiate the Lowest Possible Salary
This is quite a misconception that recruiters should always negotiate the lowest possible salary with the job searcher. Talented and skillful employees are actually valued, and they are given perks so that they remain committed to the company and not leave it.
10. Good Resume Should Fit on a Page or Two:
It is widely believed that recruiters spend 10-15 seconds to read a resume or CV. Therefore, it must not exceed two pages. However, the myth is not true anymore because many candidates are job-hopping and possess many skills that should not be overlooked in their resume details.
11. A Cover Letter is Just a Formality
A cover letter gives an insight into the mind of the candidate. It helps one to know why a candidate wants those jobs and what his future goals are. These are not revealed by resume or CV. Therefore, cover letters are significant in the recruitment process.
