These six common recruitment myths can limit your reach and limit the pool of talent you attract. By challenging outdated thinking and focusing on what candidates really value, you can build a more effective recruitment process.
Myth 1: Candidates are only interested in salary
Salary transparency matters, but it’s not the only thing candidates are interested in. Research has shown that today’s applicants increasingly value flexibility, workplace culture and development opportunities just as highly. If matching the highest salaries isn’t possible, focus on what makes your organisation a great place to work. Use your job adverts and interview process to highlight other benefits in your workplace, such as mentoring opportunities, flexibility and the real-world impact of the role. These factors can be just as compelling as pay alone.
Myth 2: Candidates know to look on our website for vacancies
Students will rarely search individual employer websites when looking for job opportunities. So, while it’s essential to keep your own careers pages up to date, relying on them alone can significantly limit visibility. Expanding your reach through targeted recruitment platforms enables you to connect with engaged candidates who are actively seeking opportunities.
Myth 3: Recruiting is all about the interview
Interviews are a key part of the recruitment process but should be looked at as part of a wider candidate experience. Recruitment works best when it is viewed as a two-way conversation, rather than a single assessment point. Activities such as office tours, networking events or informal sessions with current trainees can help provide a deeper insight into a candidate’s potential, while helping them decide whether your organisation is the right fit.
Myth 4: The recruitment process should be fast and automated
Efficiency has it’s place, but an overly automated recruitment process can feel impersonal. Research shows that recorded video interviews have one of the highest drop-out rates, with candidates often disengaging early in the process. Candidates respond more positively to a personalised approach that allows for real interaction. Live or in-person interviews help build rapport and give a clearer picture or your organisational culture. Setting clear expectations around your recruitment process from the start, including timelines and expectations, will help build trust and commitment.
Myth 5: Work-life balance is no longer a top priority for candidates
Flexible and hybrid working arrangements have become more common, but this has not reduced the importance candidates place on work-life balance. For potential students considering the long-term commitment of completing the ACA, wellbeing and flexibility remain key considerations. Ensure that you are transparent about how your organisation supports balance, including flexible working options and wellbeing initiatives.
Myth 6: We only need to recruit when we have a vacancy
Starting the recruitment process only when a position becomes available can limit your access to quality candidates. Many students begin researching employers well before they are ready to apply, making early engagement critical. Building your brand awareness and developing a talent pipeline allows you to connect with potential trainees ahead of time. Sharing stories from current or past ACA students on your website or social media can help candidates see a future at your organisation and stay engaged until opportunities arise.
Connect and grow, inspire and explore
In a competitive talent market, clinging to outdated recruitment myths can quickly undermine your hiring success. By challenging these assumptions and staying open to evolving candidate priorities, you can create a more inspired and connected recruitment process.
Supercharge your recruitment
Last updated: June 2026