Hiring is an evolving art form. With the shifting demands of the modern workforce and the ever-expanding digital world, the tactics that recruiters, hirers, and small business owners need to adopt to find top talent are always changing. And with this adaptive approach, recruitment myths are bound to arise.
Some recruitment myths come about when hirers are trying so hard to improve the process that they toss out the good with the bad (throwing the baby out with the bathwater, if you’ll pardon the disagreeable cliché). Others are the exact opposite: outdated thinking that doesn’t align with today’s workplace and needs to be tossed. Either way, believing these myths can derail your hiring process, and waste time and money.
Here are five of the most common recruitment myths – and what to believe instead.
Myth #1: Job boards are dead
Yes, social recruiting and other innovations have transformed the hiring world. However, online job boards and career pages are still the first place that job seekers go to (case in point: seekers are uploading more than 1,000 resumes to our database every day).
Believe this instead: What has increased is the use of smartphones to browse job boards: according to research, 53 per cent of 18- to 29-year-olds are doing their job search on the go, so it’s important to stick to job boards that are mobile-optimized (like Workopolis, of course).
Myth #2: It’s better to avoid candidates who change jobs frequently
Despite the fact that the gig economy and the blended workforce (a mix of full-time and contact workers) are both on the rise, this recruitment myth is a surprisingly common belief among hiring managers. In reality, job hopping is here to stay, and avoiding candidates who switch jobs frequently will mean you’re missing out on a lot of quality talent.
Believe this instead: The vast range of experience that workers can get from a range of employers is a valuable asset. Rather than looking at how many jobs a candidate has held, look at why they left – and what they’re looking to get from future positions.
Myth #3: You should always negotiate the lowest possible salary
For the most part, getting someone at a bargain-basement rate isn’t smart – it can mean higher turnover. Most high-quality candidates have a pretty clear picture of what their approximate market value is. They might occasionally agree to a lower number if they really want the job, but eventually they’ll head somewhere where they can earn more.
Believe this instead: The goal is to hire a talented individual, and then keep them engaged and productive. Offer competitive compensation, and pair it with other employee perks and benefits – as well as clear career pathing – to keep your new hire committed to your company. (Onboarding is also crucial to engagement – learn more in our free eGuide.)
Myth #4: A good resume should fit on a page or two
This is one of the most common recruiter myths, but it’s definitely worth rethinking. Once upon a time, a lengthy resume might have raised red flags that the candidate is going overboard on detail (or that they’re lying about their experience). However, a longer resume is now increasingly common, as more and more workers are job hopping – and, in turn, adding more experience to their resume.
Believe this instead: A resume should illustrate what an applicant can bring to a job opening – and to a company as a whole. If an extra page (or two) showcases a candidate’s impressive experience or amassed skills, so be it.
Myth #5: A cover letter is just a formality
A good candidate is more than the sum of their experience and skills. A well-written cover letter can offer valuable insights that you probably can’t get from a resume. It might tell you why a candidate wants the job in the first place, for example, or what their long-term career goals are.
Believe this instead: Don’t just skim – read a cover letter in full. Learn about all the insight you can gain from a cover letter here.
On the whole, there are a lot of recruitment myths floating around that can come between you and your next meaningful hire. Don’t let these misconceptions get in the way of your recruitment plans.