DEBUNKING COMMON MYTHS ABOUT THE RECRUITMENT INDUSTRY

If you don't know much about the recruitment industry, it can appear very cloak and dagger. We're sorry to burst your bubble, but it's not nearly as exciting or scandalous as people make it out to be.

People hear the word "headhunter" or "external recruiter" and immediately take a defensive stance. Yet HR professionals, especially with today's shortage of skilled workers, often rely on the expert knowledge of external recruiters to find suitable candidates for niche vacancies.

We pride ourselves on the level of care we have for our candidates and clients, besides, nothing on earth matches the feeling of placing an all-star candidate into their dream role.

In the IT industry, candidates with expert knowledge and skills are needed. Specialist IT recruitment consultants can help, yet the negative stigma surrounding recruiters can make this difficult. So what common ideas about recruiters are true, and which are myths?

Initially, applicants might be unsure whether they want to put their job search in the hands of a recruiter and whether they can trust them – the same can be said for organisations looking to hire. Recruiters are often met with statements such as "we don't need that", "we have our internal recruiter" or even "we already have enough applicants". So where does this initial rejection come from? Below are some of the common misconceptions that we hear about the recruitment industry…

Recruiters ...

1. ... only work with established companies on management roles.

This isn’t true. Time is money, both companies and applicants know that. The selection process - from the initial selection to the interviews - takes time. Not only large companies, but SMEs can benefit from the network and talent pools of recruitment agencies. Recruiters have already established relationships with decision-makers at a variety of companies and organisations, which makes it easier for candidates to get their applications seen and heard.

2. ... take a cut of your salary.

This is wrong! The candidates' salary remains untouched, nor is it lowered to compensate for the cost of the recruiter. In fact, recruiters often help candidates negotiate a better salary. Many people simply can't believe it, but it's true - for candidates, working with recruitment agencies is completely free of charge.

3. ... have no idea about the job they’re recruiting in.

More often than not, recruiters specialise in a niche industry that they spend years learning about. At Franklin Fitch, our consultants have in-depth tech and IT training that equips them with the skills needed to fully understand the job spec that they’re hiring for. Our teams stay up-to-date with the latest industry news and developments, which furthers their knowledge and understanding of the IT industry.

4. ... work only to get commission.

Some recruitment agencies indeed work on a commission basis, but that doesn’t mean that money is their only motivator. The goal of every consultant is a long-term partnership with their clients, which can only be achieved after a first-class service has been provided. Adding true value to your client’s team through an excellent hire will foster a solid, long-term relationship. The same applies to the candidates - the satisfaction of all parties is essential for success.

5. ... approach candidates from other companies.

Due to the scarcity of skilled workers in the technology industry, it can be difficult to find qualified individuals for vacant positions. To ensure the best possible shortlist for their client, recruiters often headhunt candidates who are already employed. However, it’s up to the candidate to decide whether or not to apply for the new position. Let's put it this way - recruitment consultants enable further career development and training opportunities for their candidates.

6. ... take forever to get back to you.

This shouldn’t happen, but depending on the company and its application process, it can occur. Rule of thumb: the larger the company, the longer takes the application process. Recruiters keep in touch with their candidates throughout the process and keep them updated on their current application status.

If a candidate has great skills and would be an asset to our clients, even if they aren’t right for the particular role they’ve applied for, we’ll always want to keep in touch in case a similar opportunity opens up.

7. …poach back candidates from where they’ve placed them before.

Although we like to stay in touch with our candidates, the idea of attempting to take them from a position we've just placed them in is absolutely ridiculous to us. At the end of the day, candidates who stay with our clients for an extended period of time and accomplish great things for their company leave a lasting positive impression of us as a recruitment firm.

It means that the fee that the client paid was well worth the investment, plus it's actually harder for us to try and place a candidate who is seen to be a "job hopper". So the logic behind this way of working just doesn't add up, and any recruiter attempting to poach their candidates back is, to put it mildly, foolish.

8. …don’t work for free.

This is a very common misconception, and we wish people would simply ask us about it. To begin with, our services are always completely free to the candidate; as a jobseeker, you would not have to pay us anything.

Our fees are paid by the client only after we have found the right person for the job and they have begun in their new role. Furthermore, as an added layer of protection for the client, we have a rebate period during which if the newly placed candidate leaves or is deemed unsuitable for the job, we do not receive our fee.

Furthermore, as salespeople, we love to try to negotiate, so we'll frequently throw in extras like competitor research or market and skills reports to increase our chances of finding the ideal candidate.

9. …are ridiculously expensive full stop.

True, we do charge a fee from our clients when we place a candidate, but those fees are extremely flexible. We'll always be fair on cost and try to give the best deal wherever possible, especially if you're looking to fill a large number of vacancies or if you choose to be an exclusive client because retaining great relationships is more important to us than getting a big payout.

Also, have you considered how much a bad hire can cost you? It could end up costing you twice as much as a recruiter's fee in training, holiday and sick pay, and salary.

10. …will just send out any CV for roles with their clients.

Any recruitment consultant who is competent will understand that sending clients candidates who aren't a good fit or aren't interested in the role serves no purpose.

People believe that recruiters simply advertise vacancies and send anyone who applies to the client for review; however, this could not be further from the truth. We actually vet each and every candidate to ensure they are qualified for the position and would be a good cultural fit for the company. It all comes down to quality!

We hope this clarified the most common misunderstandings about recruitment. If you have any questions, feel free to contact us!