It’s time to debunk a pair of myths that have recently gained traction – both arguing that recruiters aren’t an important part of the employment process anymore.

First myth: The use of online job boards, LinkedIn, and automated systems removes the need for recruiters as intermediaries.

Second myth: In a softening job market, like the one we’re experiencing now, employers have more than enough applicants to choose from – so why bother paying recruiters to do work that’s not really needed?

On both accounts — even in this age of automated online connections, when talent supply exceeds demand — recruiters play an indispensable role in the employment process. They are needed more than ever to help employers and job seekers bridge gaps in all kinds of markets. Here’s why.

Recruiters create a better candidate experience

Many candidates today describe their job-hunting experience as transactional and emotionally detached, even when dealing with employers that market themselves as being “candidate-centric.” 73% of candidates go so far as to describe job searches as being one of life’s most stressful events. There’s little back-and-forth communication with potential employers. Rejections come quickly and read like form letters. Applicants often are left to guess whether a human has even viewed their application.

However, recruiters can change all this. By establishing relationships early in the process, they can put applicants at ease and create a more positive candidate experience by providing a personal touch throughout the process — giving applicants regular updates, offering feedback on resumes and interviews, and sharing tailored career advice.

While this approach obviously helps the applicant, it helps the hiring company, too. The first touchpoint for applicants who get hired is at the start of the job hunt, and “candidate-centric” companies want that interaction to be positive. It can create the basis for a long, fruitful employee-employer relationship, or it can sow seeds of distrust. The recruiter serves as an extension of the company and improving the candidate experience upfront can pay dividends for years to come.

Sometimes, less is more

A common misconception is that a softer job market makes hiring a breeze. If the pipeline is strong, and job seekers are more willing to accept an offer quickly, employers can grab the candidates they want with little trouble, right? Not always. In some cases, it can actually have a reverse effect.

As application volumes spike, the quality-to-noise ratio gets worse. More layoffs push more career shifters into the market, forcing employers to look harder at hidden skills that may or may not translate to specific roles they need to fill. AI-assisted applications help job seekers hit more targets – but are they the right targets? Recruiters act as human screeners, helping employers zero in on candidates with real capability rather than just a spruced-up resume with shiny keywords.

Read the full article here.