Feeling baffled as to why a steady stream of new employees haven’t worked out? Your outdated hiring process could be to blame. Many now-antiquated myths once shaped the candidate selection process, so if you’re still abiding by them, it’s time to make some changes. Stop missing out on great candidates, because you’re following guidelines that are no longer relevant.

4 Hiring Myths Causing You to Choose the Wrong Person

If any of these four hiring myths sound familiar, you need to take action before filling any more positions:

Formal Hiring Processes Can Be Counted On

Many hiring managers assume they’ll choose the right person for the job if they follow all the rules, but that isn’t the case. Research has shown that formal hiring processes are 68% reliable — at best. Consequently, you need to shift your focus from finding the perfect candidate, to hiring someone with potential and investing in a robust training program.

Online Degrees Aren’t Credible

In the past, online degrees earned from Internet-based colleges and universities were considered somewhat of a joke. However, things have changed. Even many of the most prestigious schools now offer online programs, in an effort to provide students with flexible learning options. In fact, the U.S. Department of Education issued findings that classes with at least a partial online segment had stronger outcomes than those that took place in only a traditional classroom setting.

LinkedIn is the Best Social Network to Find Candidates

LinkedIn prides itself on being the world’s largest professional network, but it may not be the best. Jobvite research revealed that 94% of recruiters used LinkedIn to find candidates in 2014, but only 36% of job seekers actually maintain an active presence on the site. Conversely, only 65% of recruiters searched for talent on Facebook, where 83% of job seekers are active.

References Are a Great Way to Gauge Performance

Checking references in undeniably a key step in the hiring process, but more for fact-checking reasons — not to learn about a candidate’s past performance. Employers have increasingly begun to steer clear of offering negative information, because they don’t want to get sued, so you can’t count on them for much more than verifying standard employment information.

ECS was formed in 2000 and since then, we’ve made it our priority to build relationships with recruiters and clients throughout the United States. Our team manages contract staffing engagements in the primary employment categories of Information Technology, Accounting & Finance, Clerical & Administrative, and some categories of Engineering & Architecture. Contact us today to discuss a partnership!