5 Job Seeking & Hiring Myths

Feb 74 min read

No matter where you are in your career journey- a hiring manager, a business owner/entrepreneur, or a job seeker, I thought it applicable to share common myths I hear from both my individual career clients and my organizational clients with whom I partner on recruiting efforts.

For Job Seekers:

Being open to anything will help you land a job faster. FALSE. When you are too open in your job search, this doesn't convey value to an employer. While yes, depending upon the size of an organization you may have to wear many hats, such as working in a small Marketing department and handling informational copywriting and execution of automations using a CRM. However, if what you say you are looking for doesn't align with the organization's needs, you may be missing the mark in your interviewing and/or resume for that said employer and they may make assumptions on what you really want to do in relation to their needs. Another example: you have a paralegal certificate and are interested in criminal law, but you keep applying to family law jobs?! That won't land well.
Your timeframe is what matters most. FALSE. When you are in job search mode, it is hard to be patient. However, it's all about 'them' meaning the employer. Clients, customers and patients comes first. What you can do is this: follow up and ask after a reasonable period of time if you are still a candidate in consideration and what the next potential step may be. This way, you can stop worrying and keep taking action.
Interviews are solely for the organization to learn about me. FALSE. Think of an interview as 'just a conversation' and an opportunity to meet new people. It is equally important that you are engaged and prepared with meaningful questions to make the most of your time together. This applies to initial screening interviews and subsequent more in depth interviews.
Because I was laid off, I will never find another job. FALSE. Just because you left your last employer does not mean you will not identify the next right opportunity for yourself. However, it does take time and purposeful action, including networking.
Networking is pointless. FALSE. Did you know that 70-85% of jobs are found through networking? Networking will be pointless if you are hoping to get a job lead out of every conversation. Networking is simply another conversation to garner information.

Next up, employers.

Here are 5 common themes/myths I have heard over the past 15+ years working as a recruiter:

I need to make candidates jump through a few hoops. FALSE. Candidates have choices, especially really good ones. The more barriers to entry, the smaller your applicant pool will be- good, bad or indifferent. I've interviewed and placed multiple passive candidates for clients just from a LinkedIn profile alone who are still in their jobs today!
Asking creative questions like, 'If you were an animal, what would you be?' elicits information you can use about job fit. FALSE. All questions asked should be job related. Think need to know vs. nice to know. Likewise, you should be asking all candidates interviewing for the same job the same questions.
If a candidate doesn't show interest in me, I'm out. This is a BAD move. Here is why: really great candidates have choices of where to take their talents. This mindset is operating from a recruiting/hiring strategy of the last 90's. Gone are the days for many roles where you can simply post a job and narrow down your applicant pool from there. Qualified candidates have choices. It becomes a bit of sales job on your part to accurately convey the intangibles/culture fit: what will candidates get to see, do and experience? And why you?
If a candidate wants flexibility or remote work, they are not a quality candidate. FALSE. As I like to share with my career clients, there are good and bad individuals in every profession. Likewise, how one person works best will most likely be different than how you, the hiring manager, works best. Focus on goal orientation and achievement.
Hiring based upon my gut is best. FALSE. You need to have a standardized recruiting process not only to protect yourself legally, but also to increase your chances of hiring the most suitable candidate for a given role. This may include: initial screening interview, 1-2 in depth interviews with you and your team, checking references, etc.

So, how do we build that bridge?

Stellar candidates are being overlooked and employers are looking to find stellar candidates.

Here is what both job seekers and employers must do continuously- in other words make a habit of doing:

Network. Know one another before you need one another. Be intentional with building connection and relationships- no matter your profession or job title. People know people. End of story.
Build a funnel. Consider integrating an internship program for your hard to fill positions and/or job shadow days quarterly. Here again- you are building rapport and relationships purposefully.
Be creative. For instance, if salary is a barrier for an experienced full-time candidate and not in the budget for an employer, would you consider a role at 75-80% with the salary that is affordable? What about hiring 2 part-time candidates? Technology has facilitated even multiple options.
Mentor. Be a mentor, get a mentor. No matter your age or experience, we can all learn from one another. A great book for early careerists and more experienced professionals that addresses this very topic, especially across generations is Promote Yourself: The New Rules for Career Success by Dan Schawbel.

Gone are the days where the majority of employees will stay with one organization until they retire. Therefore, we have to change our mindsets and readily adapt to changing circumstances in the workplace.

If you are struggling to make a great hire and/or you want to understand how to move forward productively with a job search, I'm happy to speak with you and help you strategize your next move.

In the words of Albert Einstein,

'Insanity is doing the same thing over and over again and expecting different results.'

If this is YOU, let's chat!

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