Myths From and About Recruiters

Taisiia Mliuzan
12 June 2017


1) There should be as many candidates as possible.

Clients usually demand more and more candidates from recruitment agencies. One would think there should have least 5, but preferably 10 candidates. An employer believes it would be better to make a choice that way. In fact, one should bear in mind the cost of the time spent for interviews, repetitive conversations. As a result, 7-8 candidates would take up to priceless 12 hours. It is important to remember that the increasing number of candidates increases the risk of error. The employer begins to compare them with each other, rather than relating to vacancy. The opinion on the first interlocutors smears, and at the end comes the weariness and indifference.

2) The ‘perfect fit’ employee is out there somewhere

A recruiter isn’t a magician, and if you don’t put in the effort then even the best agency in the world isn’t going to make a match. As an employer, maybe you don’t really know what you’re looking for or your hiring team has a penchant for not making the best matches.

However, a good recruiting agency will know if you’re really ready to fill a vacancy or not. If you’re not they’ll let you know steps that should be taken before they accept the task. A recruiter wants the same thing you do: the perfect fit for the position, and they won’t compromise just to make a quick profit. Everyone should be happy with the result as this is a symbiotic relationship.

All hiring managers would like to think that the ‘perfect fit’ employee is out there somewhere. It is possible, but unlikely that the perfect employee will be found for every open position. When hiring, consider a different approach. Look for a ‘good fit’ employee and allow some flexibility in the job duties allowing the employee to leverage his or her individual’s strengths as the job evolves. That ‘good fit’ candidate may redefine the job and help take your organization to the next level.

3) Recruiters can find a professional who will be willing to work for low wages.

This myth was born along with recruiting itself. It happens that the applicant is in need of money, and willing to do anything to work. But it should be expected that after resolving financial problems he will try to improve his salary or change the job. Recruiters say that they provide candidates that match their market value. Moreover, these specialists are more expensive because they are the best due to their track record and high qualifications. It is important to remember that attempting to get a valuable specialist from another company one would probably have to pay interlocutors’ueness. The money will become a stimulus in accepting the proposal. Hence, recruitment companies allow you to save money, but not simultaneously in the form of low wages, and in the long-term perspective.

4) Recruiting is an easy job. Anyone can be hired for recruitment.

Before work will become easy, you have to work up to 12 hours of overtime during the first year. One will have to go through a lot of meaningless personal and virtual interviews. One will have to write hundreds of emails, not once run into glorious wishes to burn in hell, not once lose a client’s proposal, and sometimes the client himself.

Some believe that recruiting is composed entirely of lightweight communication. Well, OK. Suppose you have 5 interviews a day – and in fact the rest of the time you spend on everyday information search and analysis, on painstaking, urgent, and sometimes very monotonous fuss.

They say anyone can be hired for recruitment. Experience is certainly not of fundamental importance. But it is absolutely mandatory to have a set of specific qualities – ability of analysis, healthy communication, presence of erudition and dedication, ability to work in a fast paced environment, and perform multiple tasks simultaneously. And also basic business knowledge and confident knowledge of English. These qualities are necessary on practice and in business.

5) Recruiters do not care about candidates

To draw a simple analogy a candidate is like raw material that makes a product. If you don’t have the right raw material you can’t make the product. That and the material has a cost of purchase. As the candidate you’re raw material of a Recruiter’s product that he offers to their client. There is a cost attached to finding you in advertising and just like everybody else, no recruiter wants to waste their advertising credits. It’s the opposite, they want to explore the potential in all relevant CV’s and maximise their ‘haul’ of candidates as there might be other job briefs that the candidate is perfect for.

Recruiters live on the back of their reputations, otherwise they cannot build their portfolio of work. So while the client pays the fee, the candidate is the king in this relationship, therefore recruiters do care a lot about candidates.

As a candidate you should expect to receive a response in one form or another to the CV you’ve sent even if it is an automated rejection.

6) Recruiter and HR is the same thing

Recruiter is a loner or a recruitment agency engaged in the search for candidates outside the employer company: in its own database; in the job market; with the help of online resources. HR-Manager (Human Resources Manager) is working with the staff within the institution. He/She implements approved personnel policy guidance not only in terms of hiring, but mainly in supporting, training, motivation, and strategic planning.

The difference between the HR-managers and recruiters is that the “provision” itself consists of “finding” and “keeping”. That is, the search problem can be solved either by “keepers values» (HR), or by using “hunters” (recruiters), or by the interaction of both. In addition, many managers, let’s say, “forget” that the specifics of HR-management is improving competitiveness through personnel development. In any European country about 5% of the time is spent on the search of employees in the HR-managing (of course, we are not talking about a situation, where there is a Recruiting department).

Even if the resume comes to the company directly from the candidate, no one will talk to the latter without the external recruiter because the main effort of the professional “guardians of values” is aimed at:

  • analysis of business needs for specialists planning their involvement on the part and / or staff development;
  • carrying out the selection and adaptation of new employees;
  • creation and improvement of motivation system;
  • staff certification (assessment);
  • organization of training of employees as a result of certification;
  • formation of a personnel reserve for executive positions;
  • creation and development of corporate culture.

You may also add creating a list of key personnel, which should be kept at any price (we are talking about those 20% who account for 80% of the results). For example, qualified engineers, who can understand how to install Glonass system on different types of transportation are not just deficit, they are literally at the price of gold today on the labor market. And for this, of course, HR-professionals have to:

  •  identify such “treasures”;
  • fixate at the level of the organization;
  • give them an understanding that the company is interested in them;
  • implement motivation and retention system (money, career development, recognition of merit, flexible schedule, etc.).

7) The most qualified candidate will receive the job

In fact, usually, it takes the candidate, who is best suited for the position. They are trying to create an effective team for the coordinated work of the collective, and this is influenced by many factors. If a person is not able to find common grounds with the team, it does not matter, if he is a genius, productivity will decrease.

Be confident, optimistic and friendly. Try to make contact with the interviewer. An interview is not an interrogation, let it be a pleasant conversation.