Are you stuck in a recruitment rut? Are you struggling to find great candidates? Does your talent pool feel more like a talent puddle? Rest assured you’re not alone. Perhaps it’s because, like many employers out there, you’re being tripped up by one of these recruitment myths.

Myth 1. Employers should use as many recruitment agencies as possible
Most recruitment agencies, and therefore most employers, pay for recruiting candidates. There is no shame in it; it’s an established system that happens to be very effective. But how many recruitment agencies should you list your vacancy with? Placing your brief with multiple recruitment agencies might increase your chances of finding a great candidate. And what could possibly go wrong if a whole bunch of recruiters are out there tapping into the talent pool on your behalf?

The reality: Trying to single handedly keep track of multiple agencies is a headache and a logistical nightmare. Working with a few trusted recruitment agencies that reliably source talent for you is the better option. Keep it small.

Myth 2. Job ads are easy to write – just use a template
Have you ever been tempted to use a freebie job ad template? It probably happened because you wrote a template once and the hiring process turned into an unmitigated disaster.

The reality: Job ads are not easy to write. A well thought out, consistent, fair template can make a big difference in attracting the calibre of candidates you are looking for, and it can keep you legally compliant. Job ads should be customised to your business, the industry you work in, and the person you are looking for.

Myth 3. Recruiters only care about money
Many recruiters earn a fee based on their successful candidate’s first year’s salary, a bonus that can be worth up to 30%. The flip side is that if you don’t get the job, they don’t get paid. Rather than risk not getting paid, they might encourage an employee to take a lower offer. But is money really all they care about?

The reality: Recruiters do care about money, but they also really care about job satisfaction. They care about doing a good job, like providing their clients with excellent candidates who thrive in their roles and really contribute to the success of the company (their client), and they like being known in their industry for reliably sourcing exceptional talent.

Myth 4. Salary is a secondary concern in a job offer
You’ve selected a great candidate, posted out the job offer with a fetching salary, and they’ve rejected it. Why would a candidate do that?

The reality: Salary might be a secondary concern for a candidate, or even lower, and that’s because the total compensation package tells a much bigger story. Benefits and perks, including pension contribution, can make up a significant portion of the total compensation, and a generous benefits package can even make up for a lower salary. Be mindful that job seekers are also looking for more flexibility, more job satisfaction, and a decent culture.

Myth 5. Every job must be advertised externally
This myth is false, but I need to caveat that answer.

The reality: By law, employers do not have to advertise a job description or vacancy externally before appointing a candidate. It is entirely lawful to only consider internal candidates or to make direct appointments. But doing this may limit your talent pool.

Myth 6. Experience is a good way to measure a candidate’s competence
Once upon a time, a candidate’s past performance would dictate how they performed in the future. But it’s just not the case anymore. Environment is everything.

The reality: The experience an employee gained in one culture, one team or under one manager may not tell the whole story. Instead, pay attention to the questions they ask. Listen to their goals. Ask them what they’re not good at. Finding the right fit for your team is key because experience and competence can be gained later.

Even better, hire for a cultural add. This is about identifying what a candidate could bring to your business and how they can help you reach your company goals. Their cultural add might come from their education, their background, network, or their personal and professional goals – not necessarily just their experience or their current competency.

Myth 7. You should only recruit when you need staff
Often companies will start the recruitment process when they know they have a position to fill. But this can be too late. It can put unnecessary pressure on already stretched teams. So how do you anticipate staffing needs, and when is the best time to recruit?

The reality: Don’t wait for a gap to appear in your team or winning a new project or setting sudden, ambitious targets to decide to expand. This is already too late. There’s an adage about hiring six months before you need to. But we think it’s a good idea to always keep your talent pool open. Embed this in your culture.

Myth 8. Everyone is desperate for a job
Not everyone is desperate for just any job. The tables are turning, and workers are rightfully demanding a whole lot more from their employers.

There’s no denying many of us still very much need to work, but the current climate is forcing employers to redefine their employer value propositions. Not everyone is desperate, and not everyone is looking.

The reality: A large proportion of interview candidates are not even looking for roles. These passive candidates have enormous value and absolutely should not be overlooked if you want to expand your talent pool.

Myth 9. All you need is a simple job advertisement
A job advert is a great start, but you need to think bigger than this if you want to attract top candidates.

The reality: While you might be tempted to think that one advert might keep your costs down, how much is that decision costing your business in the long run? Recruitment can be an expensive process, but only more so when you get it wrong.