We have all had the decision, “Hey Joe, my name is Bob Smith. I’m a recruiter for Acme Widgets. We found your profile on LinkedIn and I was wonder if you could take a couple of minutes from your workday to go over the chance of employed by the leading manufacturer of widgets in the US.” As with many timing in life, these calls will ring you before the initial walk hits your lips or during an active meeting. Needless to say, most recruiting targets aren’t prepared for a cool call. Other candidates have posted their resumes online and are just hoping the fish will bite. Given the mysterious nature of these strangers that individuals call head hunters, there are lots of misconceptions in regards to the recruiting industry. Here is an internal look at the top 5 myths regarding the art of recruiting.
Not absolutely all recruiters jump out the window during a recession
Given the present economic backdrop this indicates pertinent to go over how a recession affects recruiters. When many people consider an economic downturn the last thing they think about is hiring. Following this logic most outsiders would assume recruiters go into a complete panic once the economy hits the fritz. The fact of the problem is much more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are place in a precarious position. Most companies seeking to trim cost will single out recruiters for the initial cutbacks Ellesmere Port recruitment. External, 3rd party recruiters can in fact benefit from these cutbacks. As companies reduce their internal hiring expertise certain critical positions can appear that want 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 measure of job security to a sizable percentage of the industry.
The industry actually has many pros
Without doubt about any of it, recruiting is a sales job. Recruiters are constantly pitching. If the recruiter is taking care of a recruitment outsourcing contract they are pitching the business they represent to a potential candidate. In case a recruiter is taking care of a strictly commission basis, they may be selling a rock star candidate to multiple companies. This excellent nature of recruiting can force recruiters to fall back into cliché sales tactics through the hiring process. As a candidate, if you get which used car salesman feeling in the pit of one’s stomach during a recruiting call, you are not alone. Inspite of the aggressive nature of the industry, many recruiters are seasoned professional. Contract recruiters will make upwards of 20% of a candidates first year salary for any successful placements. These high commissions imply that a powerful recruiter can pull down an annual income more than most VP level positions they place. Given the financial implications, there is an important number 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 in regards to the difficulties of hiring you will likely get exactly the same answer. Recruiters really are a critical the main hiring process for a lot of companies. This guideline is very true for tech recruiters. Hiring for technical positions requires an knowledge of very specific skill sets. A specialized recruiter needs to comprehend coding expertise, manage to dissect pertinent background experience and also find a candidate that is a great cultural fit for a company. Most HR people are needed to focus on managing benefits and boosting employee retention. These job requirements leave very little time to develop a strong knowledge of the myriad of technology expertise on the market. Recruiters can significantly improve a hiring program by pushing process and hunting down the best match for any open positions.
It’s all about the commission
Believe it or not, recruiters have priorities beyond their commission checks. Compensation is all about catches and balances. Through the years, companies have learned it is important to hedge the large commissions paid out for new placements with specific securities regarding the candidate. Standard recruiting contracts require that the candidate must stick with an organization for at the least 90 days ahead of the commission payment are guaranteed to the recruiter who has placed the candidate. These contractual agreements force recruiters to explicitly target candidates they believe will be a long-term fit for the company. These guarantees offer recruiter with incentive to develop an knowledge of a company’s corporate culture to greatly help find a very good candidate match for the organization.
Recruiters aren’t living in the Stone Age
Recruiting is a juggling act. Each position will dsicover multiple candidates interview for the role and each candidate reaches 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 industry was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, all of the recruiting industry has crawled 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 trying to find the right candidates.
A lot of people only have fleeting experiences with the recruiting industry. These short interactions result in a number of misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are a direct result of the required sales oriented nature of the process. Ultimately, if outsiders were able to peak underneath the hood they’d likely see an alternative story. Overall, today’s recruiters represent talented professionals with an original expertise to greatly help companies fill mission critical roles and provides candidates with an excellent match because of their careers needs. Recruiter provide the most cost effective solution for a lot of companies hiring needs and with today’s technology they are able to offer an essential organizational boost to the hiring process. So the next occasion you get that call, think twice. It will be the best opportunity you’ve had in a long time.