When you're in the middle of a hiring process and wish you could delegate the task to someone else, the idea of using a recruiting agency may have crossed your mind. Because of misunderstandings or unanswered questions, you may have considered it but never used a recruiting agency. We're here to clear up some common misconceptions and show you how a recruiting agency can help your business.
If you've ever considered or said any of the following phrases, it's time to investigate recruiting agencies further.
Being in the staffing industry, we've heard more than our fair share of myths about working with recruiters. Regardless of how many resources recruiters provide, many job seekers avoid using them because they have the wrong ideas. You'd be surprised at how common misconceptions can lead to a failure to leverage the power of recruiters.
Salaries are lower as a result of IT recruiter fees.
There is no doubt that recruiter fees come out of their clients' pockets, but this has no bearing on your salary. Fees are frequently determined by a contracted percentage of your first-year earnings, so the motivation to get you the best possible compensation is always high. Recruiters are frequently aware of how much a client is willing to spend to secure top talent—if the candidate is deserving, salary negotiations can go a long way. In the grand scheme of things, the compensation of recruiters is linked to yours.
IT Recruiters Are Only Concerned With Filling Roles
You read that correctly: recruiters are not paid until a role is filled, but the goal is always to fill the role with the right talent.
If recruiters place a candidate who lacks the skills to succeed and grow in a role, that candidate will be unhappy—they will lose faith in their recruiter and their ability to determine which position is the best fit for their candidate's background. Because IT recruiters work on a referral basis, simply "filling" a role has ramifications for their success: they lose referrals by simply "filling" a role.
Not only may potential referrals be lost, but the client's relationship may be jeopardized. Leadership may not issue additional orders if they are associated with an unsuitable candidate.
IT Recruiters Have No Influence Over The Hiring Process
Although recruiters do not carry out the hiring process, they do make recommendations in the hiring decision, so making a good first impression on IT recruiters is critical. Outside of their qualifications, many clients use recruiters to screen clients to see if they are a good cultural fit. Your demeanor demonstrates your soft skills, professionalism, work ethic, communication, attitude, and adaptability.
An IT Recruiter is meant to Manage Your Job Search
As helpful as recruiters can be, they are not career counsellors. Although they can provide guidance and insights into focus areas for your job search, management is ultimately up to you.
Based on your previous interactions with recruiters, you understand the significance of knowing where you've previously submitted your resume, the date, and for what roles. A simple spreadsheet can help you keep track of your job search and submissions, which you can then share with your recruiter. A resume you submitted a month ago may no longer be active, but your recruiter can resubmit it when another opportunity arises.
The Candidate's Best Interests Are Not Priorities
Recruiters work not only for their employers but also with the client and the talent. It is critical that all parties are on the same page and that all decisions are made in the best interests of the candidate. This necessitates recruiters being available for questions and inquiries 24 hours a day, seven days a week. If they don't know the answer right away, you can count on them to look it up for you.
IT Recruiters Only Place Candidates for Temporary Positions
Recruiters are assigned temporary and full-time positions; where you end up is entirely up to you. Although approximately 75% of job seekers prefer permanent assignments, there are advantages to contract assignments as well. Most contractors are hired full-time or have their contracts extended for another six months to a year.
