4 Hiring Myths Busted

Are you a hiring manager working with a recruiter for the first time? I may need to burst your bubble.

Working with a good recruiter can certainly be a “magical” experience, but that doesn’t mean there isn’t work involved. From seasoned hiring managers to newbies, there are a few myths I’d like to bust when it comes to working with recruiters throughout the hiring process.

4 Hiring Myths that Need Busting

1) “I’ll have this seat filled in two weeks.”

Although it is possible to fill a position in two weeks once it has been opened, it’s very unlikely. The truth is if you are focused on filling a role in two weeks, you’re going to have to make some considerable compromises to stick to that timeline. You may not have time to meet with with more than one person, for example, or you may not get the opportunity to vet them properly on skills and cultural fit.
Keep in mind that it can typically take around 4-6 weeks to fill an average opening, and usually longer for a very specific, technical, or high-level role.

2) “My recruiter will take care of everything — I’ll just be around once the new hire starts.”

Working with a recruiter is a two-way street. As a hiring manager, you must dedicate time to managing the search in order to find the ideal person and make the process as streamlined as possible. That includes providing timely feedback on candidates, opening up your schedule to take candidate phone and in-person interviews, as well as discussing the progress of the search on a weekly basis.
Make sure you actually have the time to dedicate to these responsibilities. Otherwise, your recruiter will be left in the dark and unsure of how to proceed with candidates. That results in a lengthier process and often missing out on great potential hires!

3) “Candidates really need to sell themselves to me or they should be out!”

Let’s get this straight. Yes, candidates should be aware of how they can be an asset to the organization and be able to promote their skills and experience, but it is not necessarily their role to convince you they are right for the position.
In many cases, top candidates are not actively looking for a new job, and the reason they are interviewing is that a recruiter was able to successfully pitch your company/job opening well enough for them to be interested in a conversation. Once you have that conversation with them, as the hiring manager, your role should be to make your company and job appear as appealing as possible. Remember, you need to hook this talented individual into choosing your company over all the other options they might have. In other words, sell the position to them.
In my experience, candidates who are selling themselves too much on why they are great for the position may be overcompensating for missing critical skills, and therefore not necessarily the proper fit.

4) “Once I decide who I want to fill the position I can email them the offer later today.”

Extending a job offer to a candidate is a highly delicate stage of the hiring process. At this point, you have probably talked to many different candidates, met with several, and finally one has stood out enough to prove him or herself to be the best fit. Great! The last thing you want to do, however, is deliver the offer in a way that deters that candidate from accepting.
An offer should always be delivered either over the phone or in person.
I also recommend explaining to your top candidate why you have chosen them, how it is a great move from their current job, and provide them with a timeline/deadline on a response.
Emailing a candidate an offer without discussing it first may take them off guard. Some candidates may also feel as though an emailed offer is informal or will be surprised about receiving one and take a while to respond. Ideally, as the hiring manager you are still managing the process, rather than putting it entirely in the hands of the candidate.
Do you disagree with calling any of these “myths”? Do you have others you’d like to see busted? Let me know in the comments below!

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