In our country, the recruiting market is quite young. Such a service, which is offered today for recruitment, appeared along with foreign companies in the 1990s. Since then, many domestic companies have become accustomed to recruiting, no longer perceiving it as exotic. It turned out that the selection of an employee can and should be entrusted to people who really know this point. But in society there are still a lot of myths about recruiting and recruiters.

Not only is the true state of affairs distorted, so potential customers are still being deceived. Thus, the myths about recruiting interfere with the interaction of the two stakeholders. And the customers themselves sometimes find it difficult to admit their mistakes and mistakes in the choice of personnel, which is also not in favor of specialized services. So the attempt to debunk these myths will not just be cognitive, but useful to all parties of the process – customers, candidates and recruiters.


Pick up staff simply.

The customer usually poses a task, waiting for its unconditional execution. He needs to see a new employee who goes to work. It is the candidates for the seat and are the result of a recruitment agency. These people must meet the requirements of the customer and want to work with him. But it happens that the result is not reached, which causes discontent in relation to recruiters. The mistake is that the agency does not sell people and does not create candidates for order. And even the potential employees found there is no way to manage. Recruiters are simply intermediaries between the two parties, helping them to interact. A good agency knows and where to find the right candidate, and how to attract it. Recruiters select the best competitors, optimizing the final choice for the manager. Thanks to the agency, he will be able to evaluate the candidates and their motivation. So recruiters sell the professionalism of their employees and the technology of working with people. They can not make the customer’s offer more competitive. It is also worth remembering that the candidate chooses an employer for himself. It is possible that the customer simply does not like the potential employee. Proceeding from this, the conclusion suggests that recruitment is not an easy task.

Recruiting agency is the better, the more it has a database.

Often when evaluating a recruitment agency, they are first of all interested in the size of its database. A large amount of it inspires the customer that he will quickly find good candidates. In fact, everything is not so simple. Even those who meet all the requirements can be trivial not to be ready to change their place of work. There is also a question of the correspondence of personal qualities and corporate culture. It is possible that the proposed conditions will not suit the candidate himself. So recruiters will need to communicate and work with each candidate, which can take up to two weeks. By itself, a large base is just a tool and it can not make the work faster and better.

There should be as many candidates as possible.

Clients usually require more and more candidates from recruitment agencies. It seems that there should be at least 5 of them, and better than 10. The leader believes that so it will be better for him to make a choice. In fact, it is worth considering the cost of time spent on interviews, repeated conversations. As a result, 7-8 candidates will take up to 12 valuable hours. However, if the third candidate already submitted does not meet the requirements, then it’s worthwhile to think about changing the recruiting agency. It is important to remember that increasing the number of candidates increases the risk of error. The employer begins to compare them among themselves, and not with respect to the vacancy. The opinion about the first interlocutors is already smeared as a result comes fatigue and indifference. The large number of candidates will make it possible to spread the information that a certain person is looking for employees and can not find. This will make it more difficult to attract really interesting people.

Recruiting agencies offer special candidates.

It seems that the recruitment agency should take from nowhere ideal candidates. After all, they are paid for, they can not be ordinary. But such a myth is fraught with troubles – employees will begin to divide into groups, newcomers will be put forward with increased demands with a short period of adaptation. In fact, people who appear in the company with the help of recruiters are the same as those who came by themselves. They are not to blame for being found through an intermediary. It happens that the employer even tries to recoup spending on recruiting from the employee’s salary, which is fundamentally wrong. The cost of finding an employee should be considered, as well as spending on rent, telephony, office equipment. Just properly investing funds will get dividends and repay many times.

No special preparation is needed for the interview.

Few of the employers studied the skill of the interview or simply read literature on this topic. For many, this is generally the first or second experience in life. If you do not use the services of recruiters, you can just waste time. The agency knows what questions to ask the candidate to learn more about him. It may turn out that the important and principled point during the conversation will be missed by the employer. The recruiter should be in working order to conduct a quality interview. Sometimes it is postponed if there is no way to adequately assess the candidate. The recruiter should be objective, because even if the candidate does not like him personally, the main thing here is the compliance of the vacancy. The employee needs to establish emotional contact, as this will help in the negotiations. An inexperienced interviewer may run into the fact that the candidate is satisfied with self-presentation. On the test date, very different qualities will appear.

If the employee turns out to be bad, then the recruiting agency is to blame.

This is a typical reaction of a customer who is disappointed. In fact, it is worthwhile to understand that the client made the final choice from the proposed options. The agency then did not deal with the adaptation and management of the employee. When selecting candidates, recruiters rely on their previous successful experience. If he coped with a similar work earlier in another company, then it would be logical to assume that he will manage here. But the soil where the grains are sown is already prepared by the employer.


Recruiters can find a specialist who will be willing to work for a small salary.

This myth was born with recruiting itself. At first, potential customers did not understand the essence of the service. Each person for himself denoted the value of recruiting. Many believe that if they pay for recruiting, then the benefits should appear here in the form of a reduction in the salary of the new employee. Gradually, with the increase in the number of consumers of such services, the myth is gradually becoming obsolete. But there are still those who want to repay spending as quickly as possible. But how realistic is it at all to find a good specialist working for small money? Even if such a person is found, you can not just transfer it to the employer. The fact that he is an employee agrees to such a payment is likely a powerful stimulus. And few are ready to lose it. Usually, one can not force a person to change work so important for him to another with such, and even worse, conditions. Yes, and pricing in the labor market does not work as it does with the goods. This in stores is constantly there are discounts and sales. And each specialist estimates how much it costs and will not agree to work for half the price. It happens that the applicant needs money and is ready for anything to work. But we should expect that after solving material problems, he will simply try to improve his salary and change his place of work. Recruiters say they provide such candidates, which correspond to their market value. And even more, such specialists will be more expensive, because they are the best at the expense of their track record and high qualification.It is important to remember that trying to entice a valuable specialist from another company is likely to have to overpay for uniqueness. It is money that will stimulate the acceptance of the proposal. So recruiting companies allow you to save money, but not at the same time in the form of a lowered salary, but in the long run.

The cost of recruiting is corny exaggerated by recruiting agencies.

This myth appeared because employers, in view of the still small spread of service, judge its value on the basis of rumors and publications. But how easy is it to assess the service if you did not use it yourself? Nobody denies that recruiting is not expensive, but the return from it really exceeds all expectations. That’s just to understand it really can someone who has used the services of the agency. In our market, recruitment services have almost tripled in the last couple of years. This is due to the subsidence of salaries of specialists, and after all they determine the services of hiring. The share of the annual income of a specialist for which recruiters are ready to work has also decreased. If earlier it was on average 20%, then today many are ready to work and for 10-15%.

The recruiter does not have any sense to help the candidate.

The main goal of the agency is to achieve results. Recruiters try to get their candidate to get a job, and, moreover, also with the maximum salary. After all, this is what determines the amount of compensation. As a result, the recruiter can fiercely defend his client, proving to the customer why this person is needed and he needs to pay more.

Recruiters never call back candidates.

If we order a service, but the result is not there, then we will inquire about the reasons. Similarly, in cases of hiring, why not show activity and show no interest? The recruiter is not obliged to notify everyone about the progress of his research. For someone who really needs a job, there’s nothing to be ashamed of wasting energy on her search.

Candidates are better than recruiters know what they really know.

Do not evaluate the recruiter as an evaluative professional. It’s just a partner, cooperation with which can help in the future. It’s worthwhile telling him about your skills, and then the recruiter will be able to adapt them to the needs of the client and highlight the important. After all, they are not always looking for the same thing.

Some recruiters have nothing to offer.

Do not blame the whole agency – there are a lot of reasons for that. Perhaps, the employee just a rare specialization, not in demand at the moment. There is a term – “unsupervised candidate”. And he seems to have all the necessary skills, but the recruiters can not find a suitable option. Maybe you should try to look for work yourself? In any case, several consecutive failures indicate that the reason is solely in the employee.

Numerous tests and questionnaires are not needed.

Many candidates are so careless about their CV that they forget to even indicate their date of birth. The client has its own requirements, and the agency has its own standards. In any case, a small questionnaire in addition to the resume does not hurt. Yes, and you can always specify whether it is necessary to fill it. Testing is usually a client’s wish, it is not necessary to be afraid, it will only confirm the information about the client.

The candidate must cooperate only with one agency.

Actually, working with several agencies is not just possible, but it is also necessary. Just have to do it competently. The more the market is covered, the more offers will be received. It is easy to remember that the employer usually cooperates with several agencies. So when receiving a proposal, it is better to inform the partner about it. This behavior will be a polite way to save someone else’s time. Employers prefer not to associate with the candidate negotiating behind their back, considering it dishonest.

How the candidate will work can be judged only on the basis of his past success.

If a person has achieved high results in some area, he will not necessarily seek to repeat his success. But newcomers without experience and experience are sometimes ready to literally roll mountains.

It is better to abandon a candidate who has been out of work for a while or has often changed it.

The fallacy of this opinion has been shown by many years of research. Recruiters have proven that many companies could work much more efficiently if candidates were not removed from the list of potential candidates in connection with the above reasons.

If the applicant often changed jobs or never worked at all, then he will not stay too long.

It turns out that the time of the employee’s stay in the company is directly connected with the personal qualities of his managers and with the degree to which he corresponds to the position at all. If a person finds himself in his place, with a sane superiors, what will he have the incentive to quit?

The candidate must be certified.

A diploma can guarantee the candidate’s professional skills (and even then not always), but nothing will tell about his personal qualities. As a result, a graduate may be a good performer, but will not be ready to back away from the instruction for the sake of the development of the case. Talented candidates can have the necessary experience and personal qualities to solve problems. If the summary is generally attractive, then why not give the person a chance?

Psychological tests are of decisive importance.

Tests do not always correctly reflect the requirements that are put forward for candidates for the position. That is why it is important and live communication, interviews, so as not to miss some important points and form an opinion on the integrity of the individual.


To whom to hire a customer, the recruiter decides.

Personnel managers and recruiters do not actually take part in actual hiring. This decision is made by top-level managers. But the recruiter plays an important role in the initial examination of candidates. After all, who else will filter out the bad options and present the good ones for making the final decision?

Every employee is perfect for some kind of work.

All hiring managers would like to think that the employee is ideal for a particular job. Maybe this is true, but it is unlikely that an ideal employee will be found for every open vacancy. When applying for a job it is enough if the candidate is simply “well suited” and can be flexible in the performance of his duties. This will allow the employee to use all of his strongest qualities and develop. Even if a non-ideal, but well-suited option, can help to raise the work to a new level.

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