Employers: Don’t believe these 3 recruitment myths

When we talk to employers in the for-purpose space we often hear the same struggles or myths when it comes to recruitment., and we want to bust some of these common myths about recruitment based on some recent international, Pacific and NZ based surveys with job seekers.

MYTH #1: No one out there is applying for jobs anyway

In our recent jobseeker survey, 50% of respondents said they were looking for a new job either immediately or in the near future, and 39% were open to a new job if the right one turns up. And PwC found in a survey of workers in the Asia Pacific region that one in five were thinking about changing jobs. In an international survey by the Boston Consulting Group (BCG) 42% said they were actively looking for a job. 

There are lots of jobseekers actively searching for opportunities, and employers that are taking steps to improve their job postings and application processes to attract candidates are getting plenty of applicants in the door.

MYTH #2: My organisation can’t match the salaries of other places so there’s no point in trying

Yes, salary is a key element of your recruitment strategy, but other things matter too. The PwC survey respondents also said that things like finding the job fulfilling, having a team that cares about each other and being true to themselves were important. The organisation’s overall record on environmental impacts, diversity and worker protection was also important.

These are the kind of areas where your for-purpose organisation can shine and attract values-aligned candidates. If you're not sure how to attract talent, it may be worth revisiting your compensation and benefits packages and exploring new ways to communicate the value of working for your organisation. And remember that registered charities in NZ can have some exemptions to Fringe Benefit Tax on benefits provided to employees, so think about how this may work in your favour when considering the full employment package. 

MYTH #3: The recruitment process doesn’t matter as long as the end offer is ok

So not true! A bad recruitment process reflects badly on your organisation as a whole and can put applicants (and some of your biggest supporters) off. More than half of jobseekers in the BCG survey said they would consider rejecting a good offer if they had a negative experience during the recruitment process.

Do you have a robust process and system that keeps people informed of their progress, or is it an ad hoc, slightly chaotic approach? Don’t lose a great hire due to a poor recruitment process!

At Do Good Jobs, we’ve heard all these myths over the past 12 months from employers.

We’ve seen LOTS of job adverts and LOTS of job applications. And we’ve also run our own successful recruitment campaigns.

We’ve learnt what works when it comes to recruiting values-aligned candidates for a for-purpose role. We’ve been able to nail our job ads, streamline our recruitment process and find great candidates, all while staying true to our ethics as a for-purpose organisation.

Want to learn these skills too?

Together with Do Good Jobs’ founder Julia, we want to teach you how to make your recruitment process smooth so you land the right candidates for your next vacancy, because your organisation’s success and impact relies on the people within it. 

Enrol in our NEW Recruit for Impact workshop 
>> Click here to learn all about the workshop and save your spot! << 

Enrolment closes on the 7th March – and places are limited. So don’t wait – grab your spot now!

When you sign up for the workshop we’ll also give you a $50 credit towards a job listing on Do Good Jobs (plus loads of time savings templates and tools!). Register here