As an IT recruitment company that caters to clients outsourcing their products, we understand that finding the right candidate for a particular job in your company can be a daunting task. The abundance of job seekers in the market does not necessarily guarantee that all of them are qualified and suitable for the job.
We know that as a business owner, you aim to expand your operations and take on new employees to grow your business. However, the reality is that not all job applicants meet your expectations. It can be challenging to navigate through the pool of candidates and identify the perfect fit for your organization.
To effectively grow your business and hire the right employees this 2023 and beyond, it is important to have a clear understanding of the potential disparities between your expectations and the actual reality of the hiring process – the truths and myths addressed by HawodTech’s recruiters.
Myth #1: More talent = more qualified candidates.
After investing significant time in crafting an ideal job description, you may receive an overwhelming number of applicants. However, it’s important to note that having a large applicant pool doesn’t necessarily guarantee access to the most qualified and experienced candidates in your industry.
Truth: More applicants = more unqualified candidates
The fact that you receive numerous job applications does not necessarily translate to attracting top talent in your field. In most cases, a vague job description may have led to an influx of unqualified candidates, making it challenging to identify the ideal candidate. Consequently, finding the right candidate can be like searching for a needle in a haystack.
Solution: Use the right job portals
To attract the most suitable job seekers, it is crucial to select the appropriate job portals and boards for your job postings. Avoid the mistake of assuming that a single job board can cater to all roles, as this approach is likely to attract numerous unqualified applicants.
Myth #2: Interviewees are always eager
It’s easy to assume that all candidates who make it to the interview process would be eager to impress and would come prepared by arriving on time, dressing appropriately, and conducting thorough research on your business and industry. This couldn’t be farther from the truth.
Truth: Expect no-shows
In reality, it is common to encounter at least one candidate who fails to show up for an interview, and in some cases, there may be multiple no-shows when trying to fill a position, especially in high-volume recruitment. Candidates may not think twice about skipping an interview.
Solution: Automate scheduling interviews
If manually scheduling interviews to take up a significant amount of your time and resources (and they shouldn’t), it may be beneficial to implement the right technology to automate the interview process.
Automation can help you anticipate cancellations and plan your schedule accordingly. Furthermore, automation software can manage most of your communication with applicants, saving you time and improving their experience.
Myth #3: Applicants must impress recruiters
Do you subscribe to the belief that candidates should impress employers rather than the other way around? Some employers still believe that they have complete control over the recruitment process.
Truth: It’s the other way around.
Despite the pandemic and the rise of an unstable job market, exceptional candidates still hold a significant advantage. As a recruiter, it is your responsibility to impress them rather than the other way around, provided they possess the necessary skills, expertise, and abilities. This is especially accurate in competitive sectors, where firms compete to recruit the best candidates.
Solution: Use the right talent acquisition software
If you find it challenging to recruit top talent in your specific field, utilizing the right software can give you an advantage over your competitors. The right software harnesses the capabilities to simplify your hiring procedures, interact with the most exceptional candidates, and deliver immediate recruitment analysis.
Myth #4: The job ends when you find the right person
Recruitment is essentially about identifying the ideal candidate for the position, and from thereon, everything else is simple and straightforward, right? After all, you can evaluate from their CV that they possess all the necessary skills, experiences, and enthusiasm for the job.
Truth: The recruitment work goes beyond that
Naturally, identifying a suitable candidate is merely the beginning of the process.
Alongside candidate evaluation, initial interviews, and any required follow-up discussions, you must also manage the offer stage, acceptance, and contract signing.
Neglecting to dedicate sufficient time and energy to these pivotal stages can result in the entire recruitment process collapsing.
Solution: Devote time and effort on the next phase of recruitment
Don’t underestimate the significance of the second stage of the recruitment process, particularly if you operate in a competitive industry.
Even a minor mistake or misjudgment could result in your main competitors snatching your ideal candidate. It’s crucial that your human resources team is focused on achieving success and willing to go the extra mile to secure the deal and get your perfect candidate onboard.
You need a recruitment partner.
If this is too much work (which it can be) for a company like you that wants to focus on growing your core business, you can choose to partner with an experienced IT recruitment firm that can help you identify the right talent to fill your open positions.
The good news is, here at HawodTech, we have a proven track record of finding top-quality candidates for various IT positions across different industries.
With our extensive network and expertise, we can help you bridge the gap between your expectations and reality. We work with you to understand your unique requirements and preferences, and then use our skills and resources to source the best-fit talent for your company.
If you are looking to expand your business and take on new employees in 2023 and beyond, partner with us to find the right candidates and propel your company to success.