Myth #1: I know my company best, so in-house is best<\/h2>\n
![\"A](\"http:\/\/net-recruit.co.uk\/wp-content\/uploads\/2016\/03\/house-in-field.jpg\")
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You do know your company well, you\u2019re the expert, but you\u2019re an expert at what you do not on Recruitment which is a wild beast that needs to be tamed. You\u2019re worried a recruiter will hound you or you will be sold people you don\u2019t really want.<\/p>\n
Fact: <\/strong>Recruitment Marketing is a specialist skill, and recruitment consultants want you to recruit a new employee that reflects well on them, so that you come back for repeat business. It would be counter-productive to a long-term relationship to simply encourage you to take any old candidate. Reputations matter. Additionally, a Recruitment Specialist can put in the time on recruitment so that you don\u2019t have to, leaving you to get on with what you really do. Recruiters have one weapon up their sleeve that either an Employer or Candidate don\u2019t: they know both sides of the fence, and spend their days jumping back and forth gaining the very best insights.<\/p>\n If you want a quick insight into what Recruitment specialists really get up to on a day to day basis then take a look at this description by Prospects<\/a>. Or take our word for it \u2013 there is a whole heap more to Recruitment Marketing than simply utilising job boards.<\/p>\n Fact: <\/strong>If Job Boards were the be all and end all then Recruiters would have been out on the streets a long time ago. Job Board posting is simply not enough to repeatedly find, attract and motivate the best of the best candidates and match them to the right employers.<\/p>\n It\u2019s not rocket science to understand. However, it is time-consuming. It also requires a level of experience, understanding and skill utilisation that goes far beyond that which the average generalist can provide.<\/p>\n Fact: <\/strong>Recruitment Marketing is a specialised area that involves a huge range of skills. For successful recruitment marketing you need to be adept at people management, administration, advertising, budgeting, social media management, and that\u2019s all before the more refined skills of short-listing, interviewing and offer management.<\/p>\n There\u2019s no denying that Social Media is now an essential part to any worthwhile recruitment strategy, but it simply doesn\u2019t work as a stand-alone element. Take the example of Hard Rock Caf\u00e9, who attempted a recruitment marketing campaign simply using Facebook \u2013 the result<\/a> was a deluge of candidates, none of whom were screened, that made for a number too vast to actually process.<\/p>\n Fact: <\/strong>Social Media needs to be used as part of a Recruitment Sales Platform that includes elements of sourcing, screening and attracting. Social Media can be used for Recruitment Marketing but it needs to be done with an expert experienced hand, carefully managing Employer Branding holistically across the board.<\/p>\n These guys have a bad rap as cowboys, but in the majority of cases this is simply unfounded.<\/p>\nMyth #2: Recruitment Marketing simply involves posting on Job Boards<\/h2>\n
![\"A](\"http:\/\/net-recruit.co.uk\/wp-content\/uploads\/2016\/03\/post-box.jpg\")
<\/p>\nMyth #3: Recruitment Marketing is easy so anyone can do it<\/h2>\n
Myth #4: Social Media is now the be all and end all of Recruitment Marketing<\/h2>\n
![\"Social](\"http:\/\/net-recruit.co.uk\/wp-content\/uploads\/2016\/03\/stockvault-social-media-networks-projecting174833-e1456999617767.jpg\")
<\/p>\nMyth #5: Small or One Man Band Recruitment Marketers are just after a quick buck<\/h2>\n
![\"reading-map\"](\"http:\/\/net-recruit.co.uk\/wp-content\/uploads\/2016\/03\/reading-map.jpg\")
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