Top 4 Recruiting Myths And Why They're Untrue

Recruiting young talent is critical to ensuring any business's growth and sustainability. The success of any organization is often determined by the quality of its workforce, and recruiting young talent is one way to build a solid foundation for the future. Young talent can bring new ideas, fresh perspectives, and innovative solutions to the table, which can help businesses stay competitive in today's rapidly changing business landscape.

With the increasing competition for young talent, there are many myths that organizations should be aware of. These myths can lead to ineffective recruitment practices and prevent companies from attracting the best candidates. In this blog, we will explore four myths surrounding employee recruitment and provide insights on how to avoid them.

4 Recruiting Myths

Myth #1: Hire when you have an open position

Reality: Reactionary hiring sets you back

One common myth of hiring is that employers should begin the hiring process only when they have an open position. The reality is that organizations should always be looking for exceptional talent. Leaders should always be recruiting because finding great candidates is crucial for ensuring the company's long-term success. When a company hires out of reaction to someone leaving abruptly, they risk setting themselves back against the competition. It is crucial to constantly keep an eye out for top talent and build a talent pool for future hiring needs proactively.

Myth #2: Pay will attract

Reality: Fair pay and great work attract

Another common myth is that pay is the primary factor that attracts job candidates. While competitive pay is important, it is not the only factor that motivates employees to join and stay with an organization. If someone agrees to join a company because of the salary the company is willing to pay but later finds out the job is unbearable, that employee will most likely leave at the next best opportunity. Excellent work is what will attract AND retain people. Don't try to keep up with the $1,500 sign-on bonus the McDonald's down the road is offering. Pay your people fairly, pay them generously, but also provide excellent work. Great work and a sense of purpose are equally important, if not more so. If your organization can offer that, you will stand out from the competition. Employers focusing only on pay will miss out on talented candidates looking for a fulfilling work experience. 

Myth #3: Someone is better than no one...

Reality: False choice. Great is an option.

Another myth is that when faced with a difficult hiring process, employers should settle for whoever is available. This is a dangerous mindset that can lead to hiring the wrong person for the job. Great candidates are always an option. However, great candidates are never easy to find. Organizations should be patient and take their time to find the right candidate, even if it takes longer than expected. Hiring a poor fit can do more harm than good and can have a negative impact on the company's culture. Wait for the right person, and don't compromise on quality. Doing so could ruin your culture or cause existing talent to leave.

Myth #4: Hire for the "right fit"

Reality: only if you like staring in the mirror

Finally, the myth of hiring for the "right fit" can lead to a homogenous workforce and stifle innovation. It is important to recognize that diversity is a strength, and different perspectives and experiences can lead to creative problem-solving and innovation. To truly achieve a diverse and inclusive workforce, employers should focus on hiring people who bring diverse skills and strengths to the team. When successfully hiring someone with a different set of skills and strengths than the rest of the team, that candidate may feel like a cultural misfit because they're bringing something to the table that hasn't been there before. As humans, we all have biases and comfortable norms in our worlds. Someone who thinks differently than us may not fit in that box, and that's okay – that's where great innovation will happen. Avoid hiring people solely because they feel comfortable, or else you'll end up hiring clones of yourself. You want to hire people that have strengths in the company's weaknesses. When you do that, you gain this remarkable, rich diversity of approaches to problem-solving and creative thinking.