Busting Recruitment Myths That Hinder Best Talent Management Strategies

Efficient management of talent is often as difficult and challenging as recruiting such talent in the first place. Hence it is not surprising for business organizations to spend a significant amount of time and effort in for developing and implementing the most effective talent management strategies. However, even the best strategies can fail to provide the desired results, if the recruitment process being followed by the organizations is not up to the mark. In this context, it is important for the hiring organizations as well as the top headhunting firms in India partnering with them to avoid falling prey to the various recruitment myths. The most common of these myths and their truth are discussed below.

Small Companies Do Not Need To Recruit For All Positions

It is a common belief that small businesses can make do with a relatively lesser number of executives, who can handle multiple responsibilities. However, this strategy does not prove effective in the long run as it impacts the overall efficiency and performance of the executives making them incapable of doing justice to any one of their roles. The truth is that hiring for all executive positions is equally important for organizations of all sizes and can in-fact help in enhancing their competitiveness.

Interviews Are The Most Important Aspect Of Hiring Process

Most recruiters feel that interviews are the most important aspect of the hiring process. This is because interviews can help the hiring team to assess the suitability of the candidates from different perspectives. The recruiters learn gain comprehensive information about the communication skills of the candidates as well as their ability to perform under pressure. However, while the significance of interviews in the hiring processes cannot be undermined, they are definitely not it’s only important component. The recruiters also need to focus on other key aspects including applicant tracking software, references and assessments.

Waiting For The Perfect Candidate Is The Right Strategy

Many times the recruiters chose to drag on the hiring process over a considerable time period simply in the hopes of finding the perfect candidate. However, what such recruiters seem to forget is that there is no such thing as a perfect candidate and the best they get is a professional with most of the desired traits and skills. In addition, extending the hiring process in wait of such candidates is likely to cost the company in terms of time and money. Most importantly it will cause the recruiters to lose out on the chance of hiring imperfect but really good candidates, who given the time can take the company to great heights of success.

Quality Of Candidates Is Best Assessed By Their Employment History

When it comes to verifying the quality of prospective candidates, most recruiters rely on the employment history of the candidates. This often makes them to avoid hiring candidates who might have frequently changed jobs in the past or might have remained unemployed for some time. Sadly, this approach can lead recruiters to miss the opportunity of hiring some really good candidates. It is therefore, it is advisable for the global executive search firms in India to seek an explanation from the candidates before writing them off, rather than relying simply on their employment history.

Checking References Is Not Really Essential

Almost every recruiter asks the candidates to provide references during the hiring process. However, only a handful of them take the trouble of actually checking out these references as they believe to be an unnecessary task. This can prove to be a major mistake as checking out the references might actually provide surprising results. In fact, checking the references can many times alert the recruiters to potential red flags about the candidates which might lead them to think again about employing them.