We’ve 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 the workday to talk about the outlook of employed by the leading manufacturer of widgets in the US.” As with most timing in life, these calls will ring you before the very first cup of coffee 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 simply hoping the fish will bite. Given the mysterious nature of those strangers that we call head hunters, there are numerous misconceptions in regards to the recruiting industry. Here is an internal consider the top 5 myths regarding the art of recruiting.
Not absolutely all recruiters jump out the window within a recession
Given the current economic backdrop it seems pertinent to talk about how a recession affects recruiters. When many people consider an economic downturn the final thing they believe about is hiring. Following this logic most outsiders would assume recruiters go into a whole panic once the economy hits the fritz. The reality of the specific situation is much more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are devote a precarious position. Most companies seeking to trim cost will single out recruiters for the very first cutbacks Cheshire 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 require talent acquisition skills. Companies forced to produce 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 portion of the industry.
A actually has many pros
No doubt about this, recruiting is just a sales job. Recruiters are constantly pitching. If the recruiter is taking care of a recruitment outsourcing contract they are pitching the organization they represent to a potential candidate. In case a recruiter is taking care of a strictly commission basis, they could be selling a stone star candidate to multiple companies. This excellent nature of recruiting can force recruiters to fall back in cliché sales tactics throughout the hiring process. As a candidate, if you receive which used car salesman feeling in the pit of one’s stomach within a recruiting call, you are not alone. Inspite of the aggressive nature of a, many recruiters are seasoned professional. Contract recruiters could make upwards of 20% of a candidates first year salary for just about any successful placements. These high commissions signify an effective recruiter can pull down a yearly income greater than most VP level positions they place. Given the financial implications, there’s 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 in regards to the difficulties of hiring you will likely get exactly the same answer. Recruiters are a critical area of the hiring process for many companies. This rule of thumb is very true for tech recruiters. Hiring for technical positions requires an comprehension of very specific skill sets. A complex recruiter needs to understand coding expertise, have the ability to dissect pertinent background experience and also find a candidate that is an excellent cultural fit for a company. Most HR people are needed to target on managing benefits and boosting employee retention. These job requirements leave little time to develop a strong comprehension 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 just about any open positions.
It’s 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 it is vital that you hedge the large commissions paid out for new placements with specific securities regarding the candidate. Standard recruiting contracts require a candidate must stick to a company for at the very 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 is a long-term fit for the company. These guarantees offer recruiter with incentive to develop an comprehension of a company’s corporate culture to help find the best candidate match for the organization.
Recruiters aren’t residing in the Stone Age
Recruiting is just a juggling act. Each position will see multiple candidates interview for the role and each candidate reaches a different 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 little easier. While a was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, all the recruiting industry has crawled from the primordial ooze of spreadsheets and emails. Many professional recruiters now depend on industry specific, web-based recruiting software to help manage applicant flow and streamline collaboration between every one of the decision makers. When properly used, these organizational tools can seriously increase hiring efficiencies across the board, allowing recruiters to spend more time trying to find the right candidates.
Most people only have fleeting experiences with the recruiting industry. These short interactions cause a number of misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are due to of the necessary sales oriented nature of the process. Ultimately, if outsiders were able to peak under the hood they would likely see a different story. Overall, today’s recruiters represent talented professionals with a distinctive expertise to help companies fill mission critical roles and provides candidates with a good match for his or her careers needs. Recruiter provide the absolute most economical solution for many companies hiring needs and with modern technology they could offer an essential organizational boost to the hiring process. So the next time you receive that call, think twice. It could be the best opportunity you’ve had in a long time.