Written by Sophie Down | June 11, 2015
A great company is made up of great people – it doesn’t matter how often this mantra gets repeated to certain HR managers, they just don’t seem to get the message. The bottom line is that recruitment matters, but you won’t help yourself by falling for certain persistent, but damaging myths… like the below.
1. You’ll attract great workers without trying
Fair enough, maybe you’ll get lucky with a particular great candidate stumbling across your company and expressing an interest. But as a general rule, there’s too much competition for those great employees from elsewhere for you to attract them without trying. Even just having a brilliant careers site helps.
2. Recruitment’s only important for big companies
Isn’t it just big multinationals that go as far as hiring a recruitment agency? Not so. If anything, having fewer people on your payroll only makes it all the more important to get the best people on that payroll. Even just one ‘bad’ staffer can have significant adverse effects on the quality of your company’s output.
3. Hiring for every position is unnecessary
The truth of the matter is that if there’s a certain amount of specialised work that needs to be done that could be taken on by one suitably skilled and experienced employee, you’re probably best off getting someone specifically for the job. This way, the work can be done efficiently and effectively and you can avoid your existing staffers becoming stretched.
4. It takes too long to recruit someone
This may be true if you are still sifting through paper CVs or only beginning your candidate search afresh when a crucial worker suddenly leaves your company. But with the right recruitment software, you can build up a talent pool well in advance of actually needing to delve into it, in addition to efficiently managing all candidate information on one IT platform.
5. Everything can be done ‘on the hoof’
You may have read advice suggesting that recruitment software can’t do everything for you – and that’s true. After all, it can’t think for you, call upon your instincts or evaluate a candidate’s personality. That stuff’s all up to you. But don’t go to the other extreme of thinking that everything can be done purely informally or instinctively, without solid data to inform your decisions.
Some of these tips may seem like common sense, but it’s so often common sense that proves faulty for SMEs looking to hire new talent. From appropriately determining the exact skills and experience that you need to making use of the right recruitment software, there are so many ways to improve your firm’s hiring processes.