Over the years, we have encountered many recruitment sayings and assumptions amongst clients and applicants. Some may ring true, but many do not reflect reality of today’s job market. Here are the "Top Ten Recruitment Myths” we hear from employers and applicants and why they are not correct:
“Last in, first out”.
We occasionally hear the phrase: "last in, first out", which is used to express a worry that by being the most recent person to join a company, the role is somehow less ‘secure’. In our 25 years’ experience, we have never seen this to be true; employers will always retain the people who best meet the business’s needs, regardless of whether they joined last week or last year.
I must register with many recruiters to ‘spread the net’
One or two is usually enough. Specialist markets such as Research, Analytics and Marketing are very finite in size. Most the jobs on the market are put out to multiple recruitment agencies, so by registering with many agencies you are more likely to keep hearing about the same jobs. Registering with too many agencies can also be counterproductive, with an increased risk of losing track of where you are and duplicating your applications. Instead, we recommend you be selective and speak to one or two so you will receive a more attentive service from your recruiter and focus on the best jobs.
I don’t need to act quickly to fill my vacancy as there are plenty of applicants
Delay at your cost! There is a huge gap between the (high) demand and (low) supply of good people. Fact: delays in the recruitment process are the single biggest reason why companies fail to hire the candidate they want. Those companies with the most success in hiring are the ones with the most efficient recruitment systems.
Holiday periods are quiet and not the best time is to move.
It’s often quite the opposite. Many jobs can take a month or two to fill, so there is usually a good selection of opportunities going into any holiday period such as summer or Christmas. However, what does drop during the holidays is the number of applicants, so there is far less competition for the best opportunities at these times.
I won’t disclose my salary to help boost my premium.
This is a ploy occasionally used by interviewees in the belief that by withholding salary information it will in some way result is a bigger pay jump when moving. Salary information is a standard and acceptable interview question, so to appear evasive is likely to backfire by annoying the employer who will see it as a ‘playing games’, resulting in an unsuccessful application. In our experience, most offers are very fair and competitive and have to take into account a wide range of factors and variables, from current salary, to market rates, pay grades, supply & demand and the recruitment budget.
The agency is just trying to 'hike the numbers' by negotiating the candidate’s salary
No we are not! A thousand pounds or dollars here or there on the job offer makes little difference to our charges. We are not on the candidate’s nor the client’s ‘side’ as such; we are on the side of ‘success’ – we want to see a positive outcome for both the applicant and the employer and our efforts in job offer negotiations are to get the deal through and to see everyone happy.
Recruitment agencies just scrape CVs from job sites and send it to the client
Not so! There’s a lot more to recruitment than just sending out a CV, especially in a specialist sector such as Insights & Analytics. Smart recruitment is not about the numbers; it’s about finding elusive talent and putting it in touch with the employers that need it. Getting the fit right needs expert sector knowledge and empathy, all of which requires experience as well as patience.
I must not mention other applications at interview
It’s understandable to want to keep one’s cards close to the chest, but being open with your interviewer can work to your advantage by injecting a little urgency and competition in the process! You don’t need to mention the names of companies with whom you are interviewing, just the stage and progress of other applications will be enough. Similarly, you should keep your recruitment consultant informed of other interviews so they can understand your situation and apply a little gentle pressure on their clients if necessary to help move your application along.
Recruitment agencies are too expensive
As Warren Buffett put it, “price is what you pay, and value is what you get.” Professional fees reflect all the effort in the background, the office & business costs and the high marketing spend that recruiters must incur up-front; they can only recover the investment by doing a good job for the client and delivering the right person for the job. Most employers appreciate this fact, while the remainder often realise it once they have tried to recruit themselves and have seen how difficult it can be to balance the day-to-day of their own jobs with devoting the time and money necessary to find good people. Most recruitment agencies don’t charge unless they are successful, so instead of looking at the invoice, we ask to look at the value of what has been delivered and the value in the time and effort saved.
It’s a buyer’s market for applicants, so I don’t need to try too hard at interview.
Demand for the best people might be high, but employers still want to hire the best person they can find and will offer only to those who appear to want the job. Always be prepared – do your homework on the job and company and keep it positive to put yourself in pole position for the best jobs.