Common Misconceptions About Recruiting

Recruitment is NOT a Call Center Job. Let’s Set the Record Straight ! Too often, recruiters hear things like: “Isn’t that just making calls all day?” " Where are the calls?" “Recruiters just chase resumes, right?” “Isn’t that similar to BPO work?” Let’s be real — If hiring the right talent was as simple as making 100 calls a day, or just “following a script,” every company would be running on A+ talent by now. But they’re not. Why? Because real recruiting isn’t about volume — it’s about value. We’re not dialing for numbers. We’re: ✅ Understanding deep business needs ✅ Evaluating both skill and culture fit ✅ Sharp instincts on potential and fit ✅ Influencing hiring outcomes ✅ Building trust with both candidates and stakeholders ✅ Managing people, not just processes ✅ Creating experiences that reflect a company’s brand Recruitment is a people business—not a process factory. And the impact we create? It shapes careers and builds companies. So no — We aren’t chasing quotas. We’re solving complex people problems. So no — it’s not just about “more calls.” It’s about the right calls, and what we do with them. We’re here to solve hiring problems, build high-performing teams, and be strategic partners to the business. To my fellow recruiters: You’re not just filling jobs, you’re building futures. Recruitment is a high-skill profession. Stop underestimating it. #Recruitment

Let’s break some job search myths together. There’s a lot of outdated advice and misconceptions floating around when it comes to job hunting. It’s time to your Job Search with facts, not fiction. 1. Resume: ➡ Myth: You should use a creative, flashy resume template to stand out. ➡ Reality: Most recruiters prefer clean, ATS-friendly resumes that highlight key skills and accomplishments clearly. 2. Networking: ➡ Myth: LinkedIn connections alone will lead to job opportunities. ➡ Reality: Building genuine relationships through meaningful interactions is key. Passive connections rarely translate into job leads without active engagement. 3. Referrals: ➡ Myth: You can only get a referral if you know someone inside the company. ➡ Reality: You can ask for referrals by reaching out to employees and building rapport, even if you don’t have an initial connection. 4. Interview: ➡ Myth: Answering all questions perfectly is what secures the job. ➡ Reality: Showing authenticity, cultural fit, and asking insightful questions can make a stronger impression than just polished answers. 5. Personal Brand: ➡ Myth: Your personal brand is only about what you post on social media. ➡ Reality: Your personal brand is a combination of your online presence, the quality of your work, and the way you interact with others—both online and offline. ✨ Sri's Pro Tip: No single job search strategy will guarantee you the offer. It's about finding the right combination of strategies that work together to create success.

A recent post of mine went viral because it touched on something real: 𝘁𝗵𝗲 𝗽𝗮𝗶𝗻 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝗮𝗿𝗲 𝗳𝗮𝗰𝗶𝗻𝗴. What stood out in the 250+ comments wasn’t just the stories—it was the myths job seekers are holding onto (or being sold). I’m connected with great TA specialists, HR leaders, agency owners, and recruiters. Not one of them would validate these myths as truth. Unfortunately, many jobseekers and some outlier career coaches are selling fear, false hope, or snake oil. Let’s break down a few myths I keep seeing: 🔹 𝗠𝘆𝘁𝗵 #𝟭: 𝗧𝗵𝗲 ���𝗢𝗽𝗲𝗻 𝘁𝗼 𝗪𝗼𝗿𝗸” 𝗕𝗮𝗻𝗻𝗲𝗿 𝗠𝗮𝗸𝗲𝘀 𝗬𝗼𝘂 𝗟𝗼𝗼𝗸 𝗗𝗲𝘀𝗽𝗲𝗿𝗮𝘁𝗲 I’ve said it before: if I were unemployed, I’d use it. It’s a signal—that’s all. Anyone saying it makes you look desperate is either misinformed or trying to sell you something. If you're a hiring leader and disagree, I’d love to hear why—because I haven’t seen a solid argument yet. 🔹 𝗠𝘆𝘁𝗵 #𝟮: 𝗧𝗵𝗲 𝗔𝗧𝗦 𝗜𝘀 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗬𝗼𝘂 𝗢𝘂𝘁 𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝗞𝗲𝘆𝘄𝗼𝗿𝗱𝘀 Common comments: “Recruiters aren’t doing their jobs.” “I’m getting ghosted by bots.” “It’s all about keywords.” 𝗜𝘁’𝘀 𝗻𝗼𝘁. Most of the time, your resume is getting seen by a real person—but it’s just not compelling enough to prompt a call. That’s not the ATS. That’s a resume that doesn’t stand out. 🔹 𝗠𝘆𝘁𝗵 #𝟯: 𝗜𝘁’𝘀 𝗔𝗹𝗹 𝗝𝘂𝘀𝘁 𝗟𝘂𝗰𝗸 This one’s tough to hear. Saying “you just need to get lucky” usually means, “I don’t want to take full ownership.” Yes, there’s always an element of timing. But success in today’s market isn’t about luck. It’s about strategy, clarity, positioning, and relentless iteration. 🔹 𝗠𝘆𝘁𝗵 #𝟰: 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 I saw multiple versions of this: “If I could just talk to someone, they’d see how great I am.” “Companies should stop making us jump through hoops and just call people.” Here’s the reality: Companies are getting hundreds—sometimes thousands—of applications per role. There is no possible way for someone to call everyone. If you didn’t get a call, it’s not because the system is broken—it’s likely because your resume didn’t align with the role, wasn’t compelling enough, or you’re applying too broadly. 🔹 𝗠𝘆𝘁𝗵 #𝟱: 𝗜𝘀𝗺𝘀 𝗮𝗻𝗱 𝗕𝗶𝗮𝘀𝗲𝘀 𝗔𝗿𝗲 𝗪𝗵𝘆 𝗡𝗼 𝗢𝗻𝗲’𝘀 𝗛𝗶𝗿𝗶𝗻𝗴 𝗬𝗼𝘂 Bias exists. Absolutely. But it’s not what’s holding everyone back. I’ve seen countless candidates overcome bias because they showed up prepared—with a clear message, proof of value, and the right mindset. If you believe bias might exist, don’t give up—proactively overcome it. That’s how others have moved forward. If you’re a job seeker, this may sting a bit. But I’m not here to shame you—I’m here to help you take back control. You’re likely not being screened out by bots. You’re being seen—by real people—who simply aren’t finding enough reason to reach out. Tell me I'm wrong!

I was a recruiter for years. And most job seekers completely misunderstand how recruiters work. The biggest misconception is that recruiters find jobs for people. That's not necessarily the case. And before that, you need to understand if you're... Speaking to a recruiter…? Or a recruiter? Yes. There’s a difference. And if you don’t understand it, your job search will feel much harder than it needs to be. Here’s the simple version: There are two completely different worlds: 1️⃣ Agency recruiters 2️⃣ Internal recruiters (Talent Acquisition) They are not the same job. They don’t behave the same way. And you should not treat them the same way. 📌Agency recruiters These are the ones who have to win the client first Cold call, pitch, negotiate fees, sell their service Only then can they start finding candidates Their job is roughly 50% sales, 50% recruitment. If they don’t fill roles, they don’t get paid (Unless they're working on a retained basis) Either way they're... More commercial More direct More selective And like I said at the top They don’t find jobs for people. They find people for jobs. No live job = no urgency for you. That said… the good ones build deep networks. I once placed someone 8 years after we first spoke. Not because I forgot them. Because the right role took that long to show up. This is also why I now teach people not to rely on agency recruiters as their main strategy. They’re a great bonus, but don't put your fate completely in their hands. 📌Internal recruiters (Talent Acquisition) Completely different world. They already have: A company A vacancy A hiring manager A salary band A process Their job is to manage the candidate journey from application → offer. No selling. No pitching. No negotiating 20–30% fees. Both matter. But the roles are very different 💰Now, let me talk about how you handle salary conversations with each. Because this one catches people out With good agency recruiters, being clear about your target salary often helps. Their fee is tied to your package Higher salary = higher fee They don’t want to waste time showing you the wrong roles But... be careful sharing your current salary if it’s much lower. Some will still try to “close something” rather than hold out for perfect. With internal recruiters, it’s usually the opposite. Your current salary becomes an anchor. If you’re on 100k and the role pays 150k, it’s very easy for them to think: “Let’s try 110 and see if they take it.” They’re tied to bands. They rarely get creative. Negotiation often feels rigid because… it is. That’s the system. Not you. The point? Both matter. Both are useful. But if you don’t understand who you’re dealing with... You’ll misread signals Mismanage expectations And play the game badly without even realising it Different players. Different rules. Hope this helps 👍

Not every role can be found through a recruiter. And not every role should be. One misconception I see a lot is the belief that a recruiter can engineer a complete career pivot for you. Something like moving from labor and employment to M&A. Or jumping from bankruptcy into privacy law. In almost every case, that is not how the recruiting world works. Why? Recruiters are paid by the client. And when a company is paying a fee, they want someone who already checks 80 to 90 percent of the requirements. They want someone who can step into the seat and run. If a GC tells me they need an M&A counsel, they are not expecting me to send them a labor and employment attorney who wants to learn deal work. They want a deal lawyer. This is the core dynamic candidates often miss. Recruiters get hired to deliver expertise. So the roles you will see from an agency usually match your background, your experience, and your trajectory. That is why true career-pivot opportunities rarely come from search firms. But here is the important part. Career pivots do happen. They just happen through a different channel. They come through relationships. They come when someone who knows you can vouch for your capability and potential. They come when a hiring leader says, “I trust this person. I know how they think. Let’s take a chance.” If you want that kind of leap, you need to be in the rooms, networks, and conversations where those leaders already are. You need exposure to the work you want, not just the work you have today. And you need people who can speak to your readiness. I wish I could wave a magic wand and create a brand new career lane for everyone I talk to. But that is not what recruiters get paid to do. We get paid to find top-tier talent for very specific needs. We can and do advocate for the occasional outside-the-box candidate, but it is almost always alongside three candidates who check every box. So if you are in the middle of a career search, here is my advice. Take every opportunity to clarify your story and your goals. Understand what types of roles a recruiter can realistically help you with. And build the relationships that can open doors recruiters cannot. I am always happy to have a career conversation. But it helps to know the dynamics behind the scenes. That clarity alone can change the way you navigate the market and build relationships.

What people think Recruiters do: 1/ Use AI to pick the best candidates 2/ Work for the candidate, not the company 3/ Intentionally delay updates and next steps 4/ Reject reasonably qualified candidates What Recruiters actually do: 1/ Review resumes one by one (most of the time) It’s easy to say: “My resume didn’t make it past the ATS” But more often than not your resume didn’t make it past a person. In some cases, like for entry level software engineering roles with thousands of applicants per hour at a company like Google or Microsoft, resumes are filtered down by machines out of necessity, then reviewed by the sourcing and recruiting teams. But in general, a flesh and blood human, flipping through resumes, didn’t see what they were looking for and clicked Reject. 2/ Work for the hiring company People often refer to working with "my recruiter". But remember: Recruiters are paid by the company they hire for. They're only "your recruiter" while you're a potential candidate for their open position. 3/ Don’t entirely control how fast the hiring process goes Hiring processes with many stakeholders are complex. Delays and confusion happen due to: - Busy hiring managers - Roles being put on hold - The needs of the business changing during the process - Recruiters building a pipeline without an open role 4/ Work with you if you’re a good fit Remember, Recruiters are incentivized to make placements. They can and want to help you land the job if you’re a good fit for the position. However, they are often responsible for narrowing down the known universe of candidates and finding candidate with specific skills and experiences, often in a specific pattern. If they don’t see what they’re looking for, typically for the sake of efficiency, the move on. I spent the first 8 years of my career working across a range of recruiting roles, and its heartbreaking to see the same misconceptions over and over. Anything I missed here?

“I’ll hire a recruiter and they’ll find me a role.” For those new to the job search, it can be a surprise that this is not at all how it works. A recruiter’s job is to find applicants for a particular job and persuade them to join that particular organization on terms set by the organization. They always work for the employer, not for you. Many recruiters are nice people who also want to make their candidates happy, but it’s not their primary job. You can build relationships with recruiters and be prioritized for roles that match your experience. Networking will help you find the right recruiters in your industry. But that’s very different from paying someone to land you a role. It’s based on connection, not cash. And you don’t get to dictate how they work with you. It’s important for everyone to know this so that: 1. You avoid damaging your reputation by messaging recruiters the wrong way. 2. Recruiters get fewer pointless messages, so they can focus on the right candidates. 3. You protect yourself from scams—anyone asking for money to “find you a job” is not a real recruiter. Job searching is tough and time-consuming, but it’s not something you can fully outsource just yet — no matter how much you may want to.

I've been fortunate to have worked with thousands of candidates in my career, involved in placing over 5️⃣ 0️⃣ 0️⃣ Four misconceptions about the hiring process from a recruiter's perspective 🧠 1️⃣ Recruiters Only Care About Filling Positions Quickly. ❌ Misconception: Some candidates may believe that recruiters are solely focused on quickly filling positions and meeting quotas, leading to the perception that personal fit and candidate experience are secondary. ✔ Reality: While there may be pressure to fill roles promptly, "speed kills deals", majority of contracts we have, have some form of free replacement or partial refund should a candidate not workout within X period of time (industry standard 90 days). Trust me...there is no worse feeling as a recruiter, then having to go back and re-fill the role, twice the effort, for the same reward (and a headache from both parties at the same time who both sometimes blame you for it not working out!). A successful, long-term placement benefits all parties involved. 🤝🕒 2️⃣ Recruiters Have Control Over the Hiring Decision. ❌ Misconception: Candidates might think that recruiters have complete autonomy in the hiring decision-making process and that their recommendation alone can secure an interview/job offer. ✔ Reality: Recruiters act as intermediaries between candidates and hiring managers. While we play a crucial role in presenting candidates, the final decision often rests with the hiring manager or the company's decision-making team. Now, the better the relationship with client, more likelihood they can influence a decision, but that can take years of to achieve that type of relationship. Properly update your resume (no copying and pasting the JD under "responsibilities"), secure updated recommendations and keep your certifications active. Give yourself a fighting chance at Round 1. 🤷♂️👥 3️⃣ Recruiters Only Look at Skills, Not Cultural Fit. ❌ Misconception: Some candidates may believe that recruiters primarily focus on technical skills and overlook the importance of cultural fit within a company...key word searching. ✔ Reality: Recruiters often prioritize cultural fit and soft skills just as much as technical qualifications, if not more so. Recruiters may delve into a candidate's personality, work style, and values during the evaluation process to understand if they think there will be a matched vibe between candidate & client. 🌐🤔 4️⃣ Constant Pipeline of Jobs. ❌ Misconception: That every-day a new job falls into our inbox, ready to shortlist and call you about. ✔ Reality: Takes endless hours of business development, unreturned emails, voicemails, messages left on read, introductions to various teams, dealing with procurement & general networking to "pull a job". ☎ Conclusion: Understanding these misconceptions can help candidates better navigate the hiring process. 🚀👩💼

RECRUITMENT MYTHS BUSTED: What Tech Hiring Really Looks Like After 7+ years in tech recruitment, here are the myths I see sabotaging both candidates and hiring managers daily. MYTH #1: "I need to know ALL 15 technologies in this job posting" THE TRUTH: Those job descriptions? They're wish lists, not checklists. Most hiring managers know finding a unicorn with every skill is impossible. We're looking for someone who can learn, grow, and solve problems. Pro-tip: If you match 60-70% of requirements and love the role, APPLY ANYWAY. MYTH #2: "Coding interviews are about perfect solutions" THE TRUTH: We care more about HOW you think than what you code. Your thought process, communication, and problem-solving approach often matter more than getting the "right" answer. Pro-tip: Think out loud. Explain your reasoning. Ask clarifying questions. Show us your brain in action. Myth #3: "Culture fit means being exactly like everyone else" THE TRUTH: The best teams have diverse perspectives united by shared values. Culture fit isn't about personality cloning—it's about values alignment and positive collaboration. Pro-tip: Be authentically YOU. Show how your unique background strengthens the team. MYTH #4:: "Recruiters only look for keywords" THE TRUTH: We value the story behind your experience. Clear, honest resumes and thoughtful conversations always stand out. Yes, ATS systems scan for keywords, but human recruiters care about your journey, growth, and potential. Pro-tip: Write resumes that tell your story, not just list buzzwords. MYTH #5: "Salary negotiation will cost me the offer" THE TRUTH: Professional negotiation is expected and respected. Companies want people who value themselves appropriately and can advocate professionally. Pro-tip: Do your research. Be respectful. Approach it as collaboration, not confrontation. MYTH #6: "Senior roles require decades of experience" THE TRUTH: Impact beats time served, every single time. Two years of diverse, challenging experience can outweigh five years of repetitive work. Pro-tip: Highlight your growth trajectory, impact, and problem-solving complexity—not just years. THE BOTTOM LINE Tech hiring isn't as mysterious as it seems. Most of us genuinely want to find great people and help them succeed. The right opportunity will value what you bring while offering the growth you're seeking. Stay authentic. Prepare thoroughly. Don't let myths hold you back. What hiring myths have you encountered? Share your experiences below! #TechRecruiting #CareerAdvice #JobSearch #TechCareers #HiringTips #TechJobs #CareerGrowth #TechTalent Found this helpful? Repost to help others see past these common hiring myths!

What Candidates Get Wrong About Working With Recruiters Referrals make up a small percentage of total applicants, yet they account for a disproportionate number of hires. Cold applications? The odds are much lower. If you’re “Open to Work” right now, or quietly taking recruiter calls, that should change how you approach the process. I recently compared notes with Drew Fearson, who has built and led multiple recruiting firms. I asked him what candidates consistently get wrong about working with recruiters. His answer was straightforward. Most people treat recruiters like a job board, not a relationship. Here’s what actually matters. 1. Know who you’re talking to. An internal recruiter works for one company and fills roles for that company. An external recruiter works across clients and gets paid when a placement is made. Same objective. Different incentives. Adjust how you communicate and what you expect. 2. Stop applying and waiting. In cybersecurity, some roles get hundreds of applications in days. If you’re serious about a position, find the internal recruiter and send a short, thoughtful message. If you’re working with an external recruiter, ask how well they know the hiring manager. Ask about past placements with that client. Don’t assume advocacy. Confirm it. 3. Follow up professionally. Recruiters are juggling dozens of searches at once. A simple follow-up can move you from lost in the inbox to scheduled on the calendar. Most candidates never do it. 4. Give them ammunition. Don’t make a recruiter guess why you’re a fit. Connect your experience directly to the company’s problem. If you know someone there and it’s a real connection, say so. And don’t lead with complaints about your last employer. Focus on what you built, fixed, or improved. That’s what moves you forward. 5. Understand the limits. I learned this running NinjaJobs. Even if a recruiter believes in you, they can only place you into roles they’re hired to fill. Knowing a recruiter does not guarantee placement. Being clear about what you want and where you fit makes their job easier. 6. Networking still wins. Referrals convert at a higher rate than cold applications. They always have. Years ago, when I referred someone directly to a hiring manager, 8/10 times they would get hired, assuming the skills and fit were there. Today it feels closer to 5/10. The bar is higher. Budgets are tighter. And one reality candidates need to accept: cybersecurity compensation has normalized. If your expectations are anchored to peak-market numbers from a few years ago, you may price yourself out early. A referral opens the door. It doesn’t close the deal. You still have to prove you’re the right fit technically, culturally, and financially. I’ve been on both sides of this. The candidates who move fastest treat recruiters like partners, show up prepared, and know exactly what they’re looking for. If you’re in the market right now, what’s been your experience working with recruiters?