Recruitment Myths Debunked! 15 Things You Have to Know About Hiring

Finding the best talent can be challenging, especially if you don’t know how to manage potential employees throughout the hiring process. There are a lot of things recruiters do, so it’s a good idea to know some recruitment myths and debunk them. Knowing these myths will help you find candidates and adjust your approach to hiring.

Recruiters get a bad reputation for different factors, and jobseekers are sometimes sceptical during the hiring process. So, employers and jobseekers need to be aware of common misconceptions regarding the hiring process. 

Common myths and truths about recruitment 

JobStreet recently surveyed over 5,500 Malaysian jobseekers across industries, employment statuses, and age groups for a report entitled “What Jobseekers Wish Employers Knew: Unlocking the Future of Recruitment.” It dives into what people want out of their recruitment experience by looking at what people want in a job and how they want to be recruited, whether they’re actively seeking work or open to exploring opportunities passively. The report also includes some common recruitment myths

1. If the offer is attractive, the recruitment process doesn’t matter.

FALSE. Employers stand out best when the recruitment process is smooth and timely, according to 66% of the respondents. Meanwhile, 54% of them said that a negative experience during the recruitment process would be the main reason they would refuse an attractive job offer.

2. Recruiters should only find talent when they have openings. 

FALSE. If you have the capacity to expand, find candidates who may fit into jobs that may not be open in your company yet. Like passive jobseekers, employers also need to keep an eye on potential hires for jobs that may not even exist at the moment. 

3. Candidates want to see the salary range early in the process.

TRUE. Indicating a salary range is one of the top features that matter to people in a good job ad. In our survey, 34% of participants said that this is the first piece of information they will look at.

4. Candidates prefer to use one channel throughout their recruitment journey.

FALSE. Recommendations by friends or acquaintances are the best way to capture the interest of someone who is not looking for a job. When a person is interested, they will explore and find more information through a company’s website and social media. They may also reach out to their professional network to know more about the company. And in applying for a job, most candidates will apply using recruitment platforms or job boards, while some will utilise their professional network. 

5. “Digital natives” prefer not to interact with humans at all. 

FALSE. Candidates still prefer methods that involve personal interaction and interviews. A small percentage of respondents in our survey said that they favour advanced digital tools such as AI chatbots, AI-led interviews, or creating video answers. In our survey, a large number of respondents said that they prefer to be approached personally by recruiters. 

6. Interviews are the only important part of the hiring process.

FALSE. Recruitment involves creating a strong job ad, choosing candidates who may be a good fit, reviewing assessments, and background checks. While interviews play a big role, it’s not the only important thing in finding talent. All the other steps can help you make a better hiring decision.  

7. More assessments in the hiring process are better.

FALSE. Consider the less is more rule when adding assessments. Having too many can discourage candidates from continuing the application process. Instead, identify what assessments are important to each opening. If you would like to include standardised assessments, keep them to a minimum and use only the necessary ones.

8. Skills are the most important factor in measuring a candidate’s success. 

FALSE. While skills, especially technical ones, are essential for filling vacancies, they are not the top indicator for success. When evaluating skill sets, also look at the jobseeker’s values, attitude, and fit with the company culture. 

9. Transparency and honesty are critical. 

TRUE. A good job ad must be clear, transparent, and informative. A good interview must be an honest conversation between you and a candidate. You shouldn’t “try to oversell” the company, as 63% of respondents noted. Malaysian respondents also said that they value employers who give immediate feedback after a step in the interview process. 

10. Once the offer is sent to the candidate, recruiters just need to wait. 

FALSE. While some candidates appreciate being given time to decide, most appreciate calls from their future managers and openness for negotiation while waiting to decide about their offer.

11. Recruiters can counter-offer against companies with a higher salary offer. 

TRUE. While salary is a big consideration, candidates also look at the overall compensation package being offered to them. Perhaps lower pay is on the table, but the position is fully remote or in a hybrid work setup. If a high salary isn’t possible, look at other benefits you can offer to attract talent.

12. Candidates have a say and some power in the hiring process.

TRUE. The labour market is tight, and the war for talent continues with different benefits and offers on the table. Candidates may negotiate for a higher salary or more flexibility in their working hours. Be ready with attractive benefits or salaries that match the market standards.

13. Perfect candidates exist. 

FALSE. You may be in search of a candidate who is a “perfect fit” for the role. However, keep in mind that what is the perfect fit for you may not be the ideal fit for someone else in the hiring team or the future manager of the employee. Rather than spend more time looking for that perfect fit until the opening gets old, focus on the talent available and fill that job faster.

14. Recruiters can handle the entire hiring process. 

FALSE. As an employer, you don’t have to handle everything in the hiring process. Make work easier for you so you can focus on getting to know candidates and identifying if they are a good fit for the company. You can automate tasks using a platform like JobStreet, for starters.

15. AI will replace recruiters entirely. 

FALSE. Finding talent that fits your company’s needs and culture needs a human touch. Automated systems like an Applicant Tracking System (ATS) or job search boards only help you make the job easier so you can streamline and focus your energy on getting to know potential employees. Don’t let these hiring myths hold you back from success. Use this list to reevaluate your hiring process and show jobseekers that you don’t just want them to work for you, but you value them and want them to have a great hiring experience.  Now that these recruitment myths are debunked, attract the best for your company by registering on Jobstreet and checking Talent Search. For more insights and tips on recruitment and talent acquisition, visit the Employers Insights page.