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The common myths associated with recruitment

According to renowned industrial psychologists and researchers, every wrong choice in recruitment costs the organisation double the actual cost of recruiting a particular talent. Generally, companies today are experimenting with recruitment functions in terms of technology, social media enterprises, and other relative external and internal factors.

However, most of these efforts go in vain as recruitment is nothing without data accuracy. Thus, recruitment agencies are practically considered the best when it comes to hiring and related solutions. This is because a recruitment agency has a dedicated workforce engaged in generating data and tracking talent, which pushes companies to make the right hiring choices.

Some of the common myths associated with recruitment are:

Recruitment is an activity which requires no skill

One of the biggest misconceptions that most companies, including major corporates, have about recruitment – an activity which requires no skill at all. As per studies published by industrial psychologists, recruitment is both a science and an art. Recruitment strategies are based on the demand and supply aspect of a requirement. Every activity is an experiment through which inferences are derived. These inferences become a base for other recruitment strategies.

Recruitment is also considered an art as it rests on communication, service and the ability of recruiters to evaluate data history.

Recruitment is an unplanned activity

Generating talent is no easy task. Every profile is different while requirements vary making recruitment all more challenging. To dodge these challenges, recruiters strategize various activities suiting client requirements. The demand for talent by a company revolves around meticulous planning. These plans change as and when the situations change.

Recruitment is more than just hiring

Most companies assume that recruitment involves hiring and hiring alone! However, little do they know the internal picture. Recruiters strategize their moves based on certain hiring metrics. Once a project is acquired, recruiters dissect it on the basis of “what”, “how” and “why” elements.

The “what” element focuses on the overall time taken to complete the project, efficiency, and design of current activities.

The “how” element is based on converting the project into reality. It has more to do with future planning, the probability of conversions and revenue generated.

The “why” questions the occurrence of a particular event and imminent changes required to implement in the project. It also takes into consideration candidate supply, channel performance and time take to convert each lead.

Thus, recruitment is more than just hiring. It depends on how an organisation perceives the activity. Individual differences do make a lot of difference.