Dispelling the 7 Most Common Misconceptions About Head Hunters

06/08/2019

Being in the staffing industry for over 30 years, we’ve heard our fair share of misconceptions about working with a recruiter. These misconceptions often keep many job seekers from utilizing our services, so we think it’s high time to dispel some of the most common.

Misconception #1: Salaries tend to be lower as a result of recruiter fees.

Our fees do come out of our clients’ pockets, but this has no impact on your salary. In fact, our fees are often based on a certain percentage of your first-year earnings, so we’re highly motivated to get you the best possible compensation. In other words, our compensation is tied to yours.

Plus, we’re usually made aware of how much a client is willing to spend to secure top talent. If not, we can pull localized salary information on the going rate for the role. Either scenario can go a long way to help in your salary negotiations.

Misconception #2: Recruiters only care about filling a role.

It’s true that we don’t get paid until we fill a role, but our ultimate goal is to fill that role with the right candidate. Recruiter only end up making a real connection with talent, want to find them the right fit, and excited to match the two together.

We also work on a referral basis. When a new hire doesn’t have the skills to succeed and grow in a role, he/she won’t be happy with the placement — nor will he/she be confident in our ability to judge what position is best suited for his/her particular background. We lost all his/her potential referrals by just “filling” a role.

Plus, doing anything otherwise could greatly damage our relationship with a client. If we connect a company with an ill-fitted hire, its leadership is far less likely to come back to us with additional orders. Not the best way to do business.

Misconception #3: Recruiters have no control in the hiring process.

While we don’t actually do the hiring, we provide input into the hiring decision. That’s why it’s always important to make a good first impression with a recruiter. Many clients use us to screen applicants, and how you conduct yourself actually gives us an idea of your soft skills, like work ethic, communication, professionalism, adaptability, and attitude.

Misconception #4: It’s the recruiter’s job to manage my job search.

Recruiters are resources, not career counselors. That isn’t to say we don’t provide guidance and insights into where to focus your attention in a job search, but its management is up to you.

Keep track of your job search in a simple spreadsheet, detailing the dates, companies, and roles for your submissions. Then, share this spreadsheet with your recruiter. A resume submitted a month or so back may no longer be active, and your recruiter can resubmit it when another opportunity develops.

Misconception #5: Recruiters don’t have the candidate’s best interest in mind.

Though we’re technically hired by employers, we work with both the client and the talent. It’s important to us that all decisions are in the best interest of the candidate.

Recruiter always try to keep candidates informed. As soon as the employer finish an interview, they can expect feedback from us. Most of them want to know what’s going on with the position and how you’re coming off to the clients. In our opinion, the recruiter-candidate relationship works the best when both parties keep things transparent and that what Vietsourcing HR doing right.

Misconception #6: Recruiters only recruit for temporary positions.

As recruiters, we can place you in either a temporary or a full-time position. The decision is entirely up to you. If you only want to focus on permanent assignments, you’re not alone.

Working as a contractor also provides the rare opportunity to try out a job and beef up a resume without ever having to make a long-term commitment to an employer.

Misconception #7: Recruiters only recruit for posted positions.

Inevitably, the first avenue we’ll explore is posted positions. It’s the fast track to getting you a job. But being in the business of building relationships, we have a fairly large network, and we’ll expand our search well beyond what’s currently available.

Conclusion: Together with recruitment, consultants is always the best way for candidates to receive valuable support, cooperation that benefits both parties and especially the shortest bridge to reach get the harmony between the candidate and the employer.