The recruitment process has its own mythology. Some recruitment myths are quite common and all the companies share them and as they are repeated, they are taken as a reality, not the myths not to be confirmed.
The recruitment myths are driven mainly by the line management of the company and HRM Function does not deliver the number to say “Fact or Myth?” Usually, the myths are real myth and they are not true for the operation of the recruitment process.
My favorite myths are:
- Managers know whom they really need – Generally, the manager has the impression who is the ideal job candidate, but they are not able to formulate that exactly. When HRM Function is not attached to the process of creation the job profile, the search can be very long.
- We have a strong brand name – The job brand name is different from the marketing brand name. The companies with a strong marketing brand name can suffer from the lack of job candidates as the candidates are not able to find a way to the organization.
- Our compensation package is not competitive – After several job interviews, the managers start to complain about the level of the compensation package offered. Usually, they are not looking for the suitable candidate meeting the requirements; they look for the best job candidate.
These recruitment myths I meet almost every single day. What about your recruitment myths?
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