4 Myths that Make Hiring Slow
As a recruitment agency, we've heard all the rumors, murmurs and MYTHS! It has definitely come to our attention that there are many misconceptions about recruiters and the hiring process and so, we are more than happy to help set the record straight.
A typical thought and opinion amongst job seekers and interviewers - "Employers Have All the Power in the Hiring Process." This statement stands to be corrected, as times have changed and employers are now faced with filling more open positions with a smaller pool of talent, it effectively forces employers to be slightly more flexible, and ready to move quickly to make an offer once they do find the right candidate. It has been a candidate-driven market for some time now, and while this will change - right now it means that applicants are able to exercise more leverage in the labor market. And for employers, the slower they are to make a move, the less likely they’ll be in their ability to hire that A-Player candidate. Great employers have an internal team to support long term, steady recruiting initiatives and work with partners like ITEOM to support high need, in-demand recruiting efforts to scale teams quickly.
When starting the hiring process, your first thought may be: "We Have to Handle Recruiting All on Our Own." This is NOT the case at all! We know the recruitment process can be incredibly overwhelming to take on single handedly. HR professionals have a wide variety of duties besides recruiting and interviewing, which puts pressure on dedicating the proper amount of time and resources to hiring. In other words - working with agencies like ITEOM takes that extra load off of your internal teams, all while top talent is being engaged for your open roles, faster than your ATS can ask them to submit all of their personal details already identified on their resume. A little bit of trust in a team that knows what they are doing goes a long way and grants you that candidate you've been imagining to fit the role.
In fact, talent acquisition is a team sport and a long term play. Even when you are not actively recruiting for new team members. It’s likely that you are considering a talent roadmap. In this time, there is tremendous opportunity to enhance your recruiting operations. ITEOM works with clients to support talent acquisition team training, Interview Coaching and Preparation for hiring managers and other stakeholders involved in the process. We even support recruiting operations around, ATS Selection and Implementation, Careers Site Integration, and Employer Branding/Marketing.
Erg, the most annoying statement - or shall we say, OPINION - is “Recruiting is just like sales.” Yes, they may seem similar to the naked eye, but we all know, nothing is as it seems. The use of the same strategies to approach candidates are very close in comparison, but Nay-Nay, it differs vastly. We must consider the fact that recruiters do not "sell candidates to organizations", recruiters also don't "sell" jobs to job seekers. There are many variables in matching the right candidate with the right job and company. ($, Location, Culture, Personal needs and wants, Day to Day... the list goes on!) When you work with a partner, internally or externally, their role is to understand all of the variables on both sides so they can align the person, passion and purpose most effectively for the employer and the candidate.
"Passive candidates make a better hire than active candidates." - Ahhh, a tale as old as time. Some people tag active candidates as desperate, because there must be a “deeper explanation” for their unemployment or that good people don't hunt for work. This couldn't be further from the truth! Finding the right talent is heavily about timing and both active and passive candidates are likely to make a move if the right opportunity presents itself. That's why we stay in front of top talent in our areas of specialty! Recruiting is no longer about posting a job and praying that your dream candidates apply. It’s a relationship business.
Candidates want to know more about what they’d be doing, who they are working with, what they’ll be contributing to and when you have a good partnership with your recruiting partner - all of these factors can be communicated. Vice versa, your recruiter should also be able to share what motives/passions/interests are important to the candidates that you are trying to attract.
Money is only one factor of many in your candidate’s decision to make a move. And there you have it. We are here to help all, whether you are looking to build your teams, fill an urgent and strategic position, or ready to make a move yourself - we'd welcome working with you. We use progressive recruiting techniques that most firms haven't thought of to create an inbound talent attraction system built exactly for you. All while targeting the right talent, at the right time, without breaking your budget. We'd love to connect with you to show you how our model and progressive approach benefits teams like yours!
Not recruiting right now? We also offer Recruiting Operations Consulting services to help your recruiting and hiring teams be effective advocates for your company. We’d love to share more with you about our Recruiting Ops Consulting services.
ITEOM Digital Technology Talent Partners is a trusted partner when it comes to talent acquisition. We work with hiring managers to help them identify, interview, assess and onboard great talent. Equally, we work with candidates to help them align their purpose and passion with top employers. Our goal is making sure your candidate and employer experience is exceptional. Need talent acquisition or operations support? Reach out at workwithus@iteomtalent.com.