Top 5 Hiring Myths

It’s APRIL!!! The HR goes panic as the new Manpower Plan is floated by the Management. Whether a small organisation or a giant Multinational, the irony with recruiting is the selection of right candidate. In the midst of all the selection criteria, fulfilling the mandates is a monstrous task. As the HR goes talent hunting, the selection needs to be backed by a right strategy and right method of Interviewing. It is time to get rid of conventional recruitment myths and change the current industry practices.

Myth # 1-100% Job Fit: The first and foremost myth while searching candidates for the job opening is that the candidate’s profile should match all the aspects of the Job Description.

Myth Breaker: No candidate can match you 100 % job fit criteria. One needs to be flexible for a 70-30 ratio, wherein the candidate is fit for 70% and rest 30 % can be ingrained on-the-job.

Myth # 2 – The Right Culture Match: The candidate’s current organisational culture should match the hiring organisation’s culture.  

Myth Breaker: Select the candidate with the right skills and culture will get automatically ingrained in the candidate. Select a candidate with the right adaption skills to the culture.

Myth # 3 – Entrepreneurial Background (Not Fit): A lot of organisations believe that candidates with entrepreneurial background shall not be suitable for the job, as there is risk that one may learn the skills and return back to entrepreneurship.

Myth Breaker: Candidates with entrepreneurial skills may prove to be the right choice as they have the entrepreneurial capabilities, such as Strategic Thinking, Micro-Management, Thinking from a Business Perspective, Cost-Effectiveness, etc. that may prove to be of great use to functions such as Business Development, HR, Marketing, to name a few.

Myth # 4 – Functional Experience in Family Business Not Relevant: If the candidate has handled a function in his family business, it is not a relevant experience, since such an experience can be faked easily.

Myth Breaker: Not true! A candidate’s competencies should be decided on his performance in the interview and his capabilities to deal with real-life situations. A candidate having experience in handling a certain function in his family business shall have more edge from a business perspective as he will look at it from an experienced entrepreneurial insight.

Myth # 5 – If Unemployed Not Worthy to be Shortlisted: If a candidate for the position is not employed currently, he is not eligible to be shortlisted.

Myth Breaker: There is a lot of hue and cry over the employment gap issue amongst employers and consultants. However, it is not worth it. Most companies do not shortlist candidates who are currently unemployed as they believe that a person who is currently handling responsibilities will be fit for the job as his experience is on-going and fresh. The candidate is unemployed due to his own reasons. The HR should find out the reason and re-evaluate the situation as to carrying his candidature forward. Candidates who are currently unemployed may add to the benefit of employers by joining early or immediately due to which the hiring organisation shall not waste valuable production time.