We have all had the call, “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 can take a few momemts out of your work day to talk about the outlook of doing work for the leading manufacturer of widgets in the US.” As with most timing in life, these calls will ring you before the initial walk hits your lips or during an active meeting. Obviously, most recruiting targets aren’t prepared for a cool call. Other candidates have posted their resumes online and are only hoping the fish will bite. Given the mysterious nature of these strangers that individuals call head hunters, there are numerous misconceptions concerning the recruiting industry. Here’s an inside look at the top 5 myths regarding the art of recruiting.

Not all recruiters jump out the window during a recession

Given the present economic backdrop it appears pertinent to talk about how a recession affects recruiters. When a lot of people consider an economic downturn the final thing they think about is hiring Ellesmere Port HR. Following this logic most outsiders would assume recruiters enter a whole panic when the economy hits the fritz. The truth of the problem is much more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are devote a precarious position. Most companies looking to trim cost will single out recruiters for the initial cutbacks. External, 3rd party recruiters can benefit from these cutbacks. As companies reduce their internal hiring expertise certain critical positions can crop up 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 way of measuring job security to a big percentage of the industry.

A actually has many pros

Undoubtedly about this, recruiting is really a sales job. Recruiters are constantly pitching. If the recruiter is working on a recruitment outsourcing contract they are pitching the organization they represent to a possible candidate. If a recruiter is working on a strictly commission basis, they might be selling a rock star candidate to multiple companies. This original nature of recruiting can force recruiters to fall back into cliché sales tactics during the hiring process. As a candidate, if you receive which used car salesman feeling in the pit of your stomach during a recruiting call, you’re not alone. Inspite of the aggressive nature of a, many recruiters are seasoned professional. Contract recruiters may make upwards of 20% of a candidates first year salary for just about any successful placements. These high commissions signify a highly effective recruiter can pull down an annually income higher than most VP level positions they place. Given the financial implications, there is a substantial number of incentive for recruiters to be as polished as possible.

Recruiters just add extra pork to the hiring process

If you ask most internal HR people concerning the difficulties of hiring you will likely get the exact same answer. Recruiters certainly are a critical part of the hiring process for a lot of companies. This principle is specially true for tech recruiters. Hiring for technical positions requires an comprehension of very specific skill sets. A complex recruiter needs to comprehend coding expertise, be able to dissect pertinent background experience and also find a candidate that is an excellent cultural fit for a company. Most HR people are expected to concentrate on managing benefits and boosting employee retention. These job requirements leave little time to produce a heavy comprehension of the myriad of technology expertise available on the market. Recruiters can significantly improve a hiring program by pushing process and hunting down the very best match for just about any open positions.

It’s all about the commission

Believe it or not, recruiters have priorities beyond their commission checks. Compensation is about catches and balances. Over time, companies have learned that it’s very important to hedge the large commissions paid out for new placements with specific securities regarding the candidate. Standard recruiting contracts require that a candidate must stick with an organization for at the least 90 days prior to the commission payment are guaranteed to the recruiter who has placed the candidate. These contractual agreements force recruiters to explicitly target candidates that they believe will be a long-term fit for the company. These guarantees also provide recruiter with incentive to produce an comprehension of a company’s corporate culture to greatly help find a very good candidate match for the organization.

Recruiters aren’t surviving in the Stone Age

Recruiting is really a juggling act. Each position will dsicover multiple candidates interview for the role and each candidate is at 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 somewhat easier. While a was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, most of the recruiting industry has crawled out of 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 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 an ideal candidates.

Most people just have fleeting experiences with the recruiting industry. These short interactions lead to many different misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are due to of the required sales oriented nature of the process. Ultimately, if outsiders could actually peak beneath the hood they’d likely see an alternative story. On the whole, today’s recruiters represent talented professionals with a distinctive skill set to greatly help companies fill mission critical roles and provides candidates with a good match because of their careers needs. Recruiter provide the most economical solution for a lot of companies hiring needs and with modern tools they can also provide 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 lengthy time.