Recruitment myths that quietly reappear at this time of year.

Every year, around this point in the calendar, I start hearing the same familiar recruitment myths resurface.

Short video explaining common recruitment myths and what really helps when hiring.

They don’t come from bad intentions. In fact, most of them sound perfectly reasonable on the surface. But left unchallenged, they can make hiring harder than it needs to be, and sometimes they lead businesses down paths that simply don’t serve them well.

As the owner of Michelle Denny Recruitment, here are a few seasonal myths I come across regularly, along with the realities I see play out in real conversations and real hiring campaigns.

Nothing dramatic. Just honest observations.

Myth 1: Recruitment slows, so it’s best to wait

It feels logical. December appears quieter, inboxes calm down, and hiring conversations pause.

But behind the scenes, something else is happening.

Many businesses quietly start planning. Budgets get agreed, teams reflect on gaps, and discussions begin about what the first quarter needs to look like. And because fewer companies are actively advertising, good roles often stand out more clearly.

Quiet seasons do not mean stop. They often mean opportunity.

Myth 2: We’ll just reuse last year’s advert

This one is tempting.

You already have the wording, it worked before, and time is precious. But teams evolve. Expectations shift. Roles are not static. And the type of candidate you need now may be quite different to the one you needed then.

A recycled advert usually attracts recycled interest.

A refreshed advert, on the other hand, tells candidates:this role matters, and it means something right now.

Myth 3: Good candidates will wait for us

I understand the sentiment. When you really like someone, it is natural to assume the feeling is mutual.

But strong candidates usually have momentum. They are confident, proactive, and noticed by multiple employers. When processes drag on, clarity fades and enthusiasm follows.

The roles that move thoughtfully, but decisively, tend to secure the best people.

Waiting rarely helps.

Myth 4: Job boards alone will do it

Job boards absolutely have their place. They create visibility, widen reach, and bring applications through the door.

But visibility is not the same as attraction.

People apply because they feel something genuine in the advertclarity - purpose - culture - opportunity - direction.

A well written, honest role description often does more heavy lifting than simply posting in multiple places.

Myth 5: It’s best to keep salary vague

There used to be a belief that hiding the salary created flexibility. In practice, it usually creates hesitation, misalignment, and wasted time on both sides.

Clear ranges tend to build trust early.

And trust changes the conversation entirely. Candidates arrive more open, more realistic, and more engaged in what the role genuinely offers.

What do we take from all this?

For me, it comes back to something simple.

Recruitment does not have to feel complicated.But small myths, repeated often enough, can quietly muddy the waters.

When we replace them with clearer thinking, everything slows down in a good way.

Conversations become steadier, expectations line up, and hiring decisions feel less rushed and more confident.

And that is when recruitment starts to support the bigger picture, rather than distract.

Thinking about hiring in the New Year?

If any of these sounded familiar and you would like a sounding board, I am always happy to talk things through.

Sometimes a conversation is all it takes to turn uncertainty into a clearer plan.

Happy New Year to you!

Michelle Denny