7 Myths About Small-Business Recruiting

Recruiting for your business isn't black magic -- it just feels that way sometimes. Part of the problem is that so many "facts" about recruiting aren't facts at all. They're myths, and they've been circulating for so long that we take them for granted.

Here's the truth about the seven most common recruiting myths that we encounter:

Myth #1: Companies Are Flooded with Resumes

Companies receive an average of less than five resumes per open position, according to data compiled by SmartRecruiters, which posted 35,000 jobs for customers in 2011.

Myth #2: Companies Are Bad at Hiring

Small and midsize companies simply need help: This process can be very time-consuming and expensive for them, especially compared with large companies that have the benefit of armies of HR staff and recruiters. (A recent study from Bersin & Associates found that small firms pay a median figure of $3,665 in recruiting costs per hire, compared with $1,949 per hire at companies employing 10,000 employees or more.)

Myth #3: Social Media Makes Hiring Much Cheaper and Easier

The reality: Social media just adds one more spoke in the wheel of tactics for a small company. Most companies don't have the time to determine which site is best, which strategies to use on that site, or how best to attract jobseekers at each site. Posting jobs on social media and monitoring responses can be a highly manual effort, and requires upfront planning and focus.

Myth #4: Recruiting Software Is the Answer

Recruiting technology can help, but it's important to select the right solution that is neither too much nor too little for your needs. Also, hiring managers need to understand when to automate and when to go manual with their efforts.

Hiring is still a highly personal activity -- technology can only take you so far. Keeping it simple is usually the best strategy for small company, and the tools are often low-cost or free. There is no silver bullet -- it's just a matter of choosing the right mix of methods.

Myth #5: In This Market, It's Easy To Recruit Great People

If this was true, then why are there still more than three million open jobs in the United States, according to the U.S. Bureau of Labor & Statistics? Companies do have open positions, but after spending too much effort without quality results, they quit trying to fill them. This doesn't help the business, doesn't help job-seekers, and certainly doesn't help the economy.

That's why if companies want to stay competitive, they need to give a sharp focus to sophisticated recruiting strategies.

Myth #6: I Need A Lot of Forms on My Job Site to Qualify an Applicant

If you really want to find the best talent, don't require lengthy forms as part of the job application process. Make it easy for someone to apply with one or two clicks, to send their social media profile or cover letter and resume. The most efficient way to qualify someone is to review their online portfolio instead of requiring unnecessary, repetitive information in a different format.

#7: I Need a Full-Time HR Person , and I Can't Afford It

Use technology to automate tasks such as filtering candidates,if you receive a large volume of emails to a particular job ad. Collaboration and social media tools can also help with collecting and sharing feedback among team members on a candidate. Save your precious human hours for screening and interviewing candidates; use technology to automate job postings, applicant tracking, filtering, and sending initial email responses to applicants.

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Jerome Ternynck is CEO of San Francisco-based SmartRecruiters.