10 myths you need to know about the recruitment process

Due to its globality and evolution, the area of recruitment and selection generates many myths that are taken as truth by many people. Here are some that candidates should keep in mind.

1. All job offers are on job sites

In addition to the fact that some of the job openings can be filled internally, using the database or through references from the employees themselves, many recruiters publish the job openings on their personal pages on LinkedIn, for example. In addition, some offers are only available on the companies’ websites or on their social media.

2. Recruitment is just a task of the HR department

Recruitment is a task that involves all departments in the company, from the managers who are trying to fill a position to the marketing team that helps to attract talent.

3. You only need to send your CV to secure an interview

The job market is currently in full swing and, often, to get a job interview, it is not enough to be technically good. You need to stand out and differentiate yourself from the other candidates. And be proactive in your job search.

4. All you need is technical skills to get the job

While technical skills are important, a candidate’s personality, culture and values are also increasingly crucial to securing employment. There are soft skills that are important and determine whether the person fits with the company’s culture.

5. No one reads Cover Letters

Although CVs are currently analyzed in a short time, cover letters are always read. However, you can opt for other strategies such as incorporating a short summary of your profile into your CV. Be objective, focus on what makes you different and on the vacancy / company you are applying for.

6. Recruitment is just to fill job openings

Recruiting is not just about filling job openings, but also about identifying talent and people with unique capabilities who can contribute to the company in the long term.

7. Recruiting is only for big companies

Small businesses must also have a solid recruiting process in place to attract talent and compete with other businesses.

8. Experience is a good way to measure a candidate’s competence

While a little experience isn’t a bad thing, it’s far from the best way to measure someone’s worth. Autonomy, determination and perseverance, for example, can be fundamental factors to perform certain intended functions.

9. Unselected candidates never receive feedback

Despite being a behavior resulting from the day-to-day rush of companies, there are still many companies that are concerned with giving a personalized response to the candidates involved in their processes.

10. It’s not necessary pre-preparation for online interviews

Preparation for an online interview is just as important, or even more important, than for a face-to-face interview, largely due to the fact that non-verbal communication is practically limited to facial expressions. The focus should be on that aspect, also demonstrating preparation and knowledge of the company and the process.