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Recruitment is a tough industry to crack, make sure that you get your head around all of the myths to ensure that the executive search recruiter that you use is a top executive search firm.
Anyone considering--or continuing--a career in job candidate recruitment [url=http://www.mxitcms.com/tiffany/]tiffany[/url] should know that this kind of role requires flexibility, great social skills and a natural penchant for timing. However, there are some tricks of [url=http://www.mxitcms.com/abercrombie/]abercrombie milano[/url] the trade that are based more on acquired knowledge than natural attributes.
Have you ever been completely wrong about a job candidate? If so, it is probably because you believed in one of these five myths about recruitment. Keep reading to make sure that you never make the same mistake again.
Myth #1: Experience and education tell the whole story.
There are some recruiters who place emphasis on the number of years a candidate spent in school or the number of years a candidate spent on the job. However, the truth is that some of the best candidates will display a raw talent that needs only minimal development in order for him or her to be a success in the given job position. When it comes to filling a job, a resume only [url=http://www.jordanpascherofficiele.com]air jordan pas cher[/url] tells half the story, so be prepared to evaluate a host of other factors--ability to communicate, personal [url=http://www.mquin.com/saclancel.php]lancel[/url] appearance and your gut instinct as a professional--to determine if a candidate will be a good fit for the job.
Myth #2: The job interview will reveal a candidate's suitability for [url=http://www.ilyav.com/uggsoldes.php]boots ugg pas cher[/url] a position.
Although it is certainly a [url=http://www.mnfruit.com/airjordan.php]jordan[/url] valuable tool for candidate evaluation, there are several downsides to job interviews that recruiters should recognize. To begin, most recruiters ask [url=http://www.mnfruit.com/airjordan.php]jordan pas cher[/url] only the most common questions during an interview, which are more likely to generate rehearsed responses than to reveal the [url=http://www.jordanpascherofficiele.com]air jordan[/url] character of the candidate. In order to overcome this disadvantage, come [url=http://www.mxitcms.com/abercrombie/]abercrombie[/url] up with a creative process for the job interview. For example, bring [url=http://www.mnfruit.com/doudounemoncler.php]moncler pas cher[/url] the candidate in for a day of work to see how he or she responds to the challenges presented in the role that you are trying to fill.
Myth #3: Applying pressure during the interview process will demonstrate the candidate's ability to handle challenges.
This is almost always a negative way to begin what may be a very long relationship between the candidate and the hiring company. Keep in mind that interviews are already nerve-wracking enough for most [url=http://www.mnfruit.com/louboutinpascher.php]louboutin pas cher[/url] candidates, and unnecessary pressure might result in a negative performance for an otherwise stellar potential employee.
Myth #4: The hiring company always has the upper hand in the hiring process.
Activities like recruitment fairs and job interviews are as much about selling the hiring company to the candidate as they are about finding the right person for the job. Especially in higher-paid positions, each candidate may have something unique to offer your client's company that you won't be able to find in anyone else. Don't sour the deal by making him or her wait too long for an offer or by stalling salary negotiations.
Myth #5: There's no need to actively recruit in a down economy.
While it is true that the current demand for jobs may be greater than the supply, one of the worst ways to respond to the job market is to act passively. Your inbox may be flooded with hundreds or even thousands of resumes, but that won't ensure that you are [url=http://www.rtnagel.com/louboutin.php]louboutin pas cher[/url] attracting the very best talent. Keep making connections and talking to people to find out who the most qualified candidates are.
These five myths are only the beginning. The best recruiters are always searching for new ways to discover the most talented professionals, so try to uncover more myths in an effort to fine-tune your recruitment process.

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