When it comes to tech recruitment, there are a lot of myths that seem to be circulating. From believing that tech recruiters are just out to get the biggest salary they can negotiate, to assuming that the most experienced candidates are always the best choice, it can be tough to know what to believe. To help set the record straight, here are the top nine tech recruitment myths debunked.
After all, bringing in new talent is what keeps your organization growing and moving ahead. In today’s fast-paced, tech-driven world, the hiring and recruitment processes are changing, and so are the beliefs about them. So, before you hire new employees, let us debunk a few of the common tech recruitment myths.
Time To Debunk These Tech-Recruiting Myths
There is a lot of misinformation out there that could be sabotaging your recruitment efforts. Don’t be troubled! To help you overcome common recruitment challenges, we’ve compiled a list of the top 9 recruiting myths and disproved them. Let’s get debunking!
Myth #1: Need Big Money to Hire Top Tech Talent
Many of you might have come across this. But is that really true? Do candidates only care about the compensation? According to a survey conducted by StackOverflow, it was found out that 82% of developers don’t assess a job based on compensation.
The survey clearly stated that candidates look for a lot of different data apart from compensation
- Technology
- Team
- Product Impact
- Professional growth
- Company Culture
- Flexible work hours
This clearly shows us that you do not need to have big pockets to attract tech talent. Instead, you need to build compelling stories about your brand and organization.
Myth #2: Good Academics=Good Talent
This is always not true! Maybe you might be stuck in a colonial mindset that a group of people belonging to a certain institution is great programmers. Did you actually know that 14% of the team at Google is made up of people who have never gone to college(Insider)?
So there are great programmers out there who didn’t go to some top colleges. And if Google can do it, you can also opt for developers without having great academic records.
Myth #3: Your Hiring Software is Magic and Infallible
Since most organizations mistakenly believe that technology is the key to getting the best candidates, they utilize it heavily for posting job openings, getting the word out, tracking applicants, etc.
It’s true that a smart recruiter is the backbone of a strong talent acquisition strategy. Although there are many tools available today, finding the right candidate is far easier with your expertise and wisdom.
Myth #4: Behavioural Interview Questions Are the Best to Know the Future Success of a Candidate
Behavioral interview questions might seem to be the best way to get to know the strengths and weaknesses, but here’s the problem. Most candidates expect these types of questions and prepare answers based on what interviewers want to hear.
Rather than hearing what they want you to know, ask questions that go deeper than behavior, and learn more about their attitudes, beliefs, and values. This will give you a clear and reliable indication of how the candidate will fit in your organization.
Myth #5: First Impressions are Lasting Ones
If you think that the first five minutes with a candidate can tell you everything you need to know, then think again. Avoid falling into the first impression trap by focusing on your goal- find the best employee, not the best candidate.
Best candidates have a great résumé, show up early for the interview, etc., but these factors may have little to no bearing on how long they will stay or how well they will perform. In contrast, the best employees will learn fast. They are ready to take responsibility and build solid relationships with coworkers and clients. They will fit your organization and work culture.
Myth #6: Résumés and Cover Letters Will Help Identify the Best Candidates
A beautifully designed resume and well-structured cover letter will help make a candidate stand out. But does that mean they are the best hire for your position? Unfortunately, it’s impossible to tell that based on a resume alone.
Candidates normally get their resumes and CVs well structured from third-party professionals; others copy and paste from the internet while others will exaggerate and even fabricate their qualifications. Experience is indeed needed, but scan them for what really matters- non-educational attributes that show the candidate is fit and productive for your organization.
Myth #7: Artificial Intelligence Will Soon Replace Recruiters
In today’s tech-driven world, professionals in nearly every industry may have concerns about Artificial Intelligence (AI) and automation coming for their jobs. But don’t worry too much- the reality of AI completely replacing a recruiter’s work is nearly impossible.
Automated tools can handle many time-consuming front-end tasks such as sourcing candidates and evaluating applicants. In order to find the perfect candidate, it requires more than just data or resume-screening software. Effective communication and emotional intelligence are always going to be essential components of the recruitment process.
Myth #8: Long Remote Experience is Alarming
A remote professional doesn’t mean that they are unfit for your organization. They are just the same contributor to a business as an onsite employee. This ongoing pandemic has changed the world in many ways. Today many companies offer remote positions and are also working fully remotely.
The pandemic has also led to increasing in freelancers in the market, as many people worldwide have lost their jobs and had to switch to remote work. Expand the geography of your search, and you can even find excellent tech specialists abroad too who work remotely.
Myth #9: References Don’t Matter
Nobody knows better than former managers and co-workers what your candidate is really like to work with. So always ask for references, and contact them asking them real questions.
The questions can be like: What was it like to work with this person? Did this person have any recurring issues while working with you? Etc. And beware of fake references like from a friend covering for your candidate. Instead, ask for stories or anecdotes about the employee, which are more difficult to fabricate.
So have you come across these myths? Have you spread a few of these? Or are you a warrior against such misinformation? We hope that you have got some good points from this article regarding debunking the myths in technical hiring. To know more about hiring the best tech talents, get in touch with us today.
