Biggest Myths About Recruiting That We Want to Bust

Recruiters are obviously important in helping people find jobs and advance in their careers. But because recruiting is such a questionable field and there is so little excellent writing on the subject, most of us have no idea what is going on in the background.

Regarding recruiters and the hiring process, there are many myths. Candidates often complain to one another, spread rumors, and offer support to one another because hiring seems to be a secretive process. We at recruitment agency in Faridabad want to dispel some common myths about the recruiting process in this article.

Here are some of the most widespread recruiting myths, along with some of the supporting evidence.

1. There is a candidate who fits the bill of a unicorn

The idea of a "perfect candidate" is purely random. What one hiring manager may deem "ideal" may not be the same for another. The truth is that these types of candidates, like "unicorns," are frequently fantastical beings that are extremely difficult to find and hire. In the search for these candidates, numerous positions go unfilled. After the candidate, the candidate is turned down. To maintain business continuity, the position must eventually be filled with the best candidate.

2. Recruitment is like sales

It is true that both sales and recruiting use funnels and pipelines. Hunting, calling, and pitching are all parts of both sales and recruiting, which is also true. Aside from that, recruiters of recruitment agencies in Faridabad do not "sell" jobs to job seekers. Because people are not as marketable as objects, neither are jobs or candidates.

Similar to other hiring myths, it is believed that salesmen can easily pick up the art of recruiting without having to study anything new. Yes, some sales skills can be difficult to master. They can also make the transition to hiring much simpler. However, they differ in recruitment abilities.

By minimizing the unique challenges that each profession presents and demeaning the people who work there, it is implied that one profession is "exactly like" another.

3. More the assessments, the better the candidates

Contrary to popular belief, having more assessments is not always better—in some cases, having too few assessments can be worse. Poorer hiring decisions will result from the use of additional tests that do not find the best candidates for a job. Even worse, excessive protracted tests might diminish the candidate experience and shrink the candidate pool. These protracted screening exams force otherwise qualified candidates to withdraw from the process, lowering the caliber of recruits.

4. Hiring passive candidates is preferable to hiring active candidates

The notion that passive candidates (those who are not actively seeking employment) are superior to active candidates is one of the hiring myths that receives the least amount of attention (those who are actively looking for a job). This is a subdued bias or "soft bigotry" directed at running candidates.

Active candidates are perceived as desperate because their unemployment must have a "deeper explanation." Somehow, we are led to believe that since good people don't look for work, job applicants are inferior. This is supported by the notion that everyone who wants to quit their job is flawed in some way.

This raises the possibility of "effort bias" because passive candidates are more challenging to find. Since you worked harder to obtain it, it must be better. As if luring passive candidates away from their current employer with a better benefits package will produce a better hire than courting an open-minded active candidate. However, we are not aware of any evidence suggesting that passive candidates perform better as employees, much less than the strategy is economical.

6. Work history is the best predictor of quality hires

The performance of employees in a new organization is not always well predicted by their prior work experience. Like other hiring myths, you might assume that prior experience is essential. The presumption is that knowledge and skill development are aided by experience. You should use productivity metrics if they get the job because many experience measures are not always accurate predictors of someone's potential or whether they will perform well if employed.

7. Human recruiters will be replaced by AI in the hiring process

This is an offshoot of the recruiting myths, and it is predicated on the notion that one day, intelligent computers will be able to take the place of people. Simply put, this is false. All recruitment efforts are overseen by real-life recruiters and will continue to be so for the foreseeable future. In order to better utilize current applicant tracking systems, recruiters use AI for recruiting technologies. This enables them to hire more quickly, make more accurate shortlists, and screen resumes more fairly.

CONCLUSION

These are some common myths and misconceptions around the recruitment process that we at the recruitment agency in Faridabad busted for you. Now that you know what is what, we are here to help you hire the right candidate, contact us right away.