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5 Outdated Recruiting Myths That Are Holding You Back
Recruitment concepts are often lodged in common sense logic and are notoriously slow to change. Of course traditional interviews are necessary. Right? And of course, Millennials care about the purpose of an organization. Or do they?
It’s time to say farewell to several of the recruitment “basics” that businesses take for granted.
Myth #1: You Should Hire Based On Cultural Fit
Everyone wants to hire for the best “cultural fit,” but the problem is that cultural fit is hard to define. It’s easy to lump the “culture” of your organization into broad, abstract concepts that only narrow your field of vision rather than foster strategic alignment. Generally, those who focus on candidates who fit into the mainstream company culture will get exactly what they pay for—candidates who bring nothing new to the table. Look beyond your established culture when assessing new candidates.
Myth #2: Candidate References Are Helpful
Despite their widespread use, candidate references aren’t as helpful as they seem. References are usually carefully vetted by candidates to include only those who will provide an outstanding recommendation. Instead of relying on what are sure to be glowing reviews, recruiters should focus more on their one-on-one interactions with candidates to get a feel for how they will perform. A thoughtful interview process can provide many of the gritty details that will get glossed over by the typical reference. And speaking of interviews…
Myth#3: Traditional Interviews Work
The time-tested interview process is not a friend to modern day recruitment. There is little correlation between interview performance and future job performance, and the typical interview framework places candidates under excessive stress, which prevents them from letting their true personalities shine.
The problem isn’t with interviews themselves as much as the recruiters on the other side of the desk—modern-day recruitment relies on more than a laundry list of questions and answers. Indeed, quality talent recruiters use their skills to ascertain far more information about a candidate than the typical HR manager can. This makes it essential that you have the right people performing your recruitment if you hope to find candidates that stick.
Myth #4: Millennials Are Attracted to Purpose
Many of the growing Millennial population were raised alongside the self-esteem movement: Everyone had unique contributions to make to a business and were directed to find jobs that reflected this idea. This led many businesses to believe that they had to develop a clear statement of purpose that would attract these focused job-seekers, but this isn’t exactly the case.
By and large, Millennials care more about the perks and benefits of working at a company than any other demographic. Purpose is important for focused growth, but purpose alone won’t win over Millennials.
Myth #5: Your Brand Presence Must Be Cultivated
In fact, the opposite is true. Authenticity is becoming a powerful factor in candidate perceptions of a brand, and pages that appear too polished and “corporate” may actually turn away candidates.
Instead, brands should work toward creating a more natural brand identity. Let different employees contribute ideas, encourage participation from followers, and go easy on the sponsored posts. The idea is to make people want to work for you, not win the award for the most put-together brand page.
Recruitment the Right Way
With recruitment trends coming and going, it’s natural for businesses to struggle to find the candidates that best meet their needs. That’s why Urgenci takes a different approach to candidate recruitment.
With the skills of outsourced contract recruiters, Urgenci adapts to each of our clients’ unique business models to create personalized hiring services. It’s this expertise that makes the difference between a business that grows despite its employees and one that grows because of them.
Urgenci
