We have all had the call, “Hey Joe, my name is Bob Smith. I am a recruiter for Acme Widgets. We found your profile on LinkedIn and I was wonder if you could take a few minutes from the work day to discuss the outlook of employed by the leading manufacturer of widgets in the US.” As with many timing in life, these calls will ring you before the very first walk hits your lips or during a busy meeting. Obviously, most recruiting targets aren’t prepared for a cool call. Other candidates have posted their resumes online and are only hoping the fish will bite. Given the mysterious nature of these strangers that people call head hunters, there are lots of misconceptions about the recruiting industry. Listed here is an internal look at the top 5 myths regarding the art of recruiting.
Not all recruiters jump out the window within a recession
Given the present economic backdrop it seems pertinent to discuss how a recession affects recruiters. When most people consider an economic downturn the last thing they think about is hiring. Following this logic most outsiders would assume recruiters go into a whole panic when the economy hits the fritz. The truth of the specific situation is significantly more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are put in a precarious position. Most companies looking to trim cost will single out recruiters for the very first cutbacks Liverpool recruitment. External, 3rd party recruiters can benefit from these cutbacks. As companies reduce their internal hiring expertise certain critical positions can crop up that need talent acquisition skills. Companies forced to create limited hires after trimming their recruiting department will turn to 3rd party recruiting companies to fill the void. This shift to outsourcing provides some way of measuring job security to a big portion of the industry.
A actually has many pros
Undoubtedly about this, recruiting is really a sales job. Recruiters are constantly pitching. If the recruiter is taking care of a recruitment outsourcing contract they are pitching the company they represent to a potential candidate. If your recruiter is taking care of a strictly commission basis, they might be selling a stone star candidate to multiple companies. This excellent nature of recruiting can force recruiters to fall back to cliché sales tactics during the hiring process. As a candidate, if you get that used car salesman feeling in the pit of one’s stomach within a recruiting call, you are not alone. Regardless of the aggressive nature of the, many recruiters are seasoned professional. Contract recruiters can make well over 20% of a candidates first year salary for just about any successful placements. These high commissions signify a fruitful recruiter can pull down a yearly income greater than most VP level positions they place. Given the financial implications, there is a significant quantity of incentive for recruiters to be as polished as possible.
Recruiters just add extra pork to the hiring process
In the event that you ask most internal HR people about the difficulties of hiring you will probably get the exact same answer. Recruiters really are a critical area of the hiring process for several companies. This principle is very true for tech recruiters. Hiring for technical positions requires an understanding of very specific skill sets. A specialized recruiter needs to understand coding expertise, have the ability to dissect pertinent background experience and also look for a candidate that is a good cultural fit for a company. Most HR people are expected to concentrate on managing benefits and boosting employee retention. These job requirements leave very little time to develop a deep understanding of the myriad of technology expertise available on the market. Recruiters can significantly improve a hiring program by pushing process and hunting down the most effective match for just about any open positions.
It’s exactly about the commission
Believe it or not, recruiters have priorities beyond their commission checks. Compensation is about catches and balances. Through the years, companies have learned that it is crucial that you hedge the large commissions paid out for new placements with specific securities regarding the candidate. Standard recruiting contracts require that a candidate must stick to an organization for at the least 90 days before the commission payment are guaranteed to the recruiter who has placed the candidate. These contractual agreements force recruiters to explicitly target candidates they believe would have been a long-term fit for the company. These guarantees also provide recruiter with incentive to develop an understanding of a company’s corporate culture to greatly help find the best candidate match for the organization.
Recruiters aren’t residing in the Stone Age
Recruiting is really a juggling act. Each position might find multiple candidates interview for the role and each candidate is at an alternative stage in the process. This logistical nightmare is multiplied with each open position. Historically, recruiters have attemptedto wrestle control and organize their process with giant trails of paper, graffiti covered calendars, waist deep email inboxes and spreadsheets so complex they make the Moon Landing look a bit easier. While the was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, the majority of the recruiting industry has crawled out from the primordial ooze of spreadsheets and emails. Many professional recruiters now rely on industry specific, web-based recruiting software to greatly help manage applicant flow and streamline collaboration between all of the decision makers. When properly used, these organizational tools can seriously increase hiring efficiencies over the board, allowing recruiters to take more time looking for the perfect candidates.
Many people only have fleeting experiences with the recruiting industry. These short interactions lead to a number of misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are a direct result of the necessary sales oriented nature of the process. Ultimately, if outsiders could actually peak under the hood they’d likely see an alternative story. On the whole, today’s recruiters represent talented professionals with a distinctive skill set to greatly help companies fill mission critical roles and provides candidates with an excellent match for his or her careers needs. Recruiter provide the most cost effective solution for several companies hiring needs and with today’s technology they can also provide a much needed organizational boost to the hiring process. So next time you get that call, think twice. It will be the best opportunity you’ve had in a long time.