5 Recruiting Myths And How You Can Avoid Them
Recruiting is a key component for a company’s success. There are many different ways to recruit top talent, but there are also myths surrounding recruitment. Obviously, you want to be sure to avoid these to ensure your future success. Here are five common recruitment myths:
Myth #1 – You can handle all recruiting online.
It’s true that in today’s job market, most recruiting is handled online through social media, job boards, website postings and through other online tools and resources. These are effective ways to recruit talent, but don’t underestimate the importance of human contact. Using professional connections can lead your company to a great candidate. Don’t just get stuck in the online recruiting scene, keep things fresh and look towards your connections and current employees for access to great talent.
Myth #2 – Software will find the best candidates.
Depending only on an applicant tracking systems (ATS) that only look at skills and not cultural fit to find the best-suited candidate is ineffective. An ATS shouldn’t be the only tool your company is using. Use every resource you have available in order to yield quality candidates for your openings.
Myth #3 – Today’s applicant-tracking software doesn’t require training.
You need to arm your human resources department with the best possible training for your ATS in order to use every feature to its fullest. The more they understand the technology they are using, the easier it will be to recruit the best talent for your company.
Myth #4 – A good applicant-tracking system makes interviewing and background checks less significant.
You should always conduct interviews for potential employees. Applicant tracking systems are for generating lists of candidates who best meet your company’s needs and wants for the position. The only true way to know if someone is a good fit is to conduct an interview, run a background check or use a combination of these tactics to find out more about the candidate.
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table border=0 cellpadding=0 cellspacing=0 style=vertical-align:top;trtd width=80 align=center valign=topfont style=font-size:85%;font-family:arial,sans-serif/font/tdtd valign=top font style=font-size:85%;font-family:arial,sans-serifbr /div style=padding-top:0.8em;img alt= height=1 width=1 //divdiv class=lha href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNGcny428uR5FPtKK_sjENLAMGm6GQamp;url=http://www.metrocorpcounsel.com/articles/19246/eeoc-using-arrest-and-convictions-records-hiringbEEOC: Using Arrest And Convictions Records In Hiring/b/abr /font size=-1bfont color=#6f6f6fMetropolitan Corporate Counsel/font/b/fontbr /font size=-1The study cited by the EEOC in its Guidance indicated that approximately 92 percent of all bemployers/b were using some form of bbackground check/b (up from 51 percent in 1996). With the advent of the Internet and the ease with which background information b.../b/fontbr /font size=-1 class=p/fontbr /font class=p size=-1a class=p href=http://news.google.com/news/more?pz=1amp;ned=usamp;ncl=dvQvwhqbfPy3U_Mnobrband morenbsp;raquo;/b/nobr/a/font/div/font/td/tr/table
table border=0 cellpadding=0 cellspacing=0 style=vertical-align:top;trtd width=80 align=center valign=topfont style=font-size:85%;font-family:arial,sans-serif/font/tdtd valign=top font style=font-size:85%;font-family:arial,sans-serifbr /div style=padding-top:0.8em;img alt= height=1 width=1 //divdiv class=lha href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNGDtRbdxNntgXS_5Xeg-lFwZVZfRQamp;url=http://www.resourcenation.com/blog/4-tips-for-hiring-background-check-companies/34482/b4 Tips for Hiring bBackground Check Companies/b/b/abr /font size=-1bfont color=#6f6f6fResource Nation (blog)/font/b/fontbr /font size=-1Why should you contract with bbackground check companies/b to find out the credit and criminal history of your candidates? You might find that taking on this task yourself is an inefficient use of your time and energy. A bgood/b third-party screening bcompany/b b.../b/fontbr /font size=-1 class=p/fontbr /font class=p size=-1a class=p href=http://news.google.com/news/more?pz=1amp;ned=usamp;ncl=dKKsYI9FJsopTyMnobrb/b/nobr/a/font/div/font/td/tr/table
table border=0 cellpadding=0 cellspacing=0 style=vertical-align:top;trtd width=80 align=center valign=topfont style=font-size:85%;font-family:arial,sans-serifa href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNE0q13wFgoT1EBewXkj1uJsmQyJFgamp;url=http://www.prweb.com/releases/2012/5/prweb9478454.htmimg src=//nt2.ggpht.com/news/tbn/qphdZImS_DqC1M/6.jpg alt= border=1 width=80 height=80 /br /font size=-2PR Web/font/a/font/tdtd valign=top font style=font-size:85%;font-family:arial,sans-serifbr /div style=padding-top:0.8em;img alt= height=1 width=1 //divdiv class=lha href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNHyKWgkiS1hdbfHXpaSfiMuOlrPCAamp;url=http://www.securityinfowatch.com/blog/10711009/is-your-employee-background-screening-process-illegalbIs your employee bbackground screening/b process illegal?/b/abr /font size=-1bfont color=#6f6f6fSecurityInfoWatch (blog)/font/b/fontbr /font size=-1If you use criminal bbackground checks/b in your hiring decisions, you#39;re in the majority – 92 percent of bemployers/b subject job candidates to criminal backgrounds investigations. And usually for bgood/b reasons; to combat theft and fraud, address concerns b.../b/fontbr /font size=-1a href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNHwcdqZ58M8bHPZo1vEMRon1WAqrQamp;url=http://www.lexology.com/library/detail.aspx?g%3Da461c53a-0c00-4aad-a0c4-6b4ed8f74753EEOC issues new guidance on criminal bbackground checks/b by bemployers/b/afont size=-1 color=#6f6f6fnobrLexology (registration)/nobr/font/fontbr /font size=-1 class=p/fontbr /font class=p size=-1a class=p href=http://news.google.com/news/more?pz=1amp;ned=usamp;ncl=dfx0F7ONQ6V1wfMi0TH_qX3fXaUuMnobrball 35 news articlesnbsp;raquo;/b/nobr/a/font/div/font/td/tr/table
table border=0 cellpadding=0 cellspacing=0 style=vertical-align:top;trtd width=80 align=center valign=topfont style=font-size:85%;font-family:arial,sans-serif/font/tdtd valign=top font style=font-size:85%;font-family:arial,sans-serifbr /div style=padding-top:0.8em;img alt= height=1 width=1 //divdiv class=lha href=http://news.google.com/news/url?sa=tamp;fd=Ramp;usg=AFQjCNF1Ucqe3som1Xe6JvA4Xm4RfWK-ZAamp;url=http://www.policeone.com/police-recruiting/articles/5587498-Maine-police-departments-have-difficulty-recruiting-officers/bMaine police departments have difficulty recruiting officers/b/abr /font size=-1bfont color=#6f6f6fPolice News/font/b/fontbr /font size=-1The biggest issue, Rogers and Gastia say, is that applicants have a tough time getting through the application process, especially the criminal bbackground checks/b. quot;Twenty years ago it was much easier to find people who didn#39;t have a sullied past,quot; b.../b/fontbr /font size=-1 class=p/fontbr /font class=p size=-1a class=p href=http://news.google.com/news/more?pz=1amp;ned=usamp;ncl=dGlhjtmngQVpR1Mnobrb/b/nobr/a/font/div/font/td/tr/table