Recruitment Myths Busted – What Candidates & Employers Get Wrong.

Myth #1: “Recruiters just send out CVs and hope for the best”

🚫 The Truth: A great recruitment agency does far more than just matching CVs with job descriptions. At Be Recruitment, we take a consultative approach—understanding the needs of both employers and candidates to ensure the best fit. We offer market insights, candidate screening, and long-term hiring strategies to make recruitment more effective and efficient.

Myth #2: “If I apply for a role through a recruiter, I’ll just be another number”

🚫 The Truth: We value quality over quantity. Unlike some high-volume recruitment agencies, we take the time to understand your skills, experience, and career aspirations. We advocate for you to the right employers and provide guidance on how to present yourself in the best possible light.

Myth #3: “Retained recruitment is just a way for agencies to charge more”

🚫 The Truth: Retained and exclusive searches actually save employers time and money in the long run. Instead of a rushed, transactional approach, retained search allows us to dedicate time and resources to find the right person, not just the fastest hire. This is especially valuable for senior roles, regional positions, and hard-to-fill jobs where talent is scarce – it also costs the same!

Myth #4: “It’s better to use multiple agencies to fill a role”

🚫 The Truth: While it might seem logical to cast a wide net, using multiple agencies can dilute the hiring process. With an exclusive recruitment partnership, you get dedicated recruiters who prioritise your role, provide a targeted search, and ensure the best candidate experience—without the pressure of competing with other agencies.

Myth #5: “Recruiters only care about making placements”

🚫 The Truth: We care about long-term success, not just quick wins. That’s why Be Recruitment focuses on cultural fit, career growth, and retention strategies. Our work doesn’t stop once a placement is made—we continue to provide support to both employers and candidates to ensure a smooth transition.

This article was originally published at BeRecruitment.com.au.