Busting five recruitment myths that harm talent acquisition

Here are five recruitment myths that companies should leave behind.

1. Technology can do most of the work for you
   Today, digital technologies such as career websites, social media platforms, website postings and applicant tracking systems form an invaluable part of every recruiter's toolbox. However, they are most effective when used to supplement the recruiter's skill and knowledge and to automate routine processes. They are not a substitute for a recruiter's knowledge, experience and business contacts.

   A good internal recruiter or resourcing specialist will be able to assess candidates for soft qualities such as cultural fit or leadership skills.

   This is an art rather than a precise science because a perfect candidate on paper might not be the right person for a job than someone with a slightly weaker CV. What's more, a recruiter will have the network to look for someone with rare skills when advertising online fails to bring in the right CVs.

2. The best people will come flocking to your business
   You might think that your status as a leading brand will ensure that the best people are banging down your door looking for a job. However, it is not that easy. People with the right experience and qualifications are in high demand and have no problem securing a job. You might have a strong brand with consumers, but how much effort do you spend building an employer brand that will attract the right people to your business? If you want the best people to work for you, you will need to earn their attention and interest.

3. You start recruiting when you have a position to fill
   You should have a proactive recruitment plan that focuses on the needs of the business beyond today. Actively think about the positions you may need to fill in six months or a year, and about the profile of the candidates you would like to attract. Collect CVs and establish good relationships with people in your industry. One day, when you need to fill a role that demands rare technical skills, you will know where to look for them and possibly even whom to invite for an interview.

4. Recruitment agencies are not worth the time, bother or money
   Recruitment agents have earned a bad reputation in the market and, in some cases, they deserve it. Many recruiters charge high commissions and fail to deliver high-quality candidates to their clients.

   However, there are also good agencies with excellent contacts, which take pride in the work and take the time to understand each client's business and culture.

   If you cannot justify the cost of full-time internal recruitment resources, a good agency can be a valuable partner. Moreover, even if you have a strong internal recruitment team, an agency might be able to support you when you are recruiting for scarce skills or when you simply want to broaden your exposure to quality candidates. Often, the time and money you will spend trying to fill a specialist role yourself would pay the agent's fee several times over.

5. Small companies do not need a formal recruitment strategy
   SMEs often hire ad hoc when the workload has grown and they need an extra set of hands to help. Often, they will rely on word of mouth to find someone rather than taking the time to advertise the new job and interview candidates.

   Using internal referrals can be beneficial, as employees know the business culture and the quality of candidates required. This should however not be the only approach, as you would not know what other candidates have to offer and you could miss an opportunity to build a sustainable team.

   All SMEs should take the time and focus to attract the best talent to help build the business.