--- title: 5 Myths About Recruitment Marketing description: Recruitment marketing is often an afterthought in terms of crafting a company's public image, but done correctly it can contribute meaningfully to future success. image: https://www.smartdreamers.com/hubfs/Artboard%201Blog_Smartdreamers.jpg --- [ d ](https://www.smartdreamers.com/) Menu Solutions TALENT ATTRACTION ### [Social media advertising](https://www.smartdreamers.com/social-media-recruitment) [All your social media channels available on one platform.](https://www.smartdreamers.com/social-media-recruitment) ### [Retargeting](https://www.smartdreamers.com/remarketing) [Bring back career page visitors and generate more applications.](https://www.smartdreamers.com/remarketing) ### [Employer branding](https://www.smartdreamers.com/employer-branding) [Your target audience and your EB brought together.](https://www.smartdreamers.com/employer-branding) ### [Diversity and inclusion](https://www.smartdreamers.com/diversity-and-inclusion) [All your D&I platforms in one unified platform.](https://www.smartdreamers.com/diversity-and-inclusion) TALENT EXPERIENCE ### [Career page CMS](https://www.smartdreamers.com/career-site) [Take control of your career page and make it outstanding.](https://www.smartdreamers.com/career-site) ### [Landing pages](https://www.smartdreamers.com/custom-landing-pages) [Create custom branded landing pages at scale.](https://www.smartdreamers.com/custom-landing-pages) ### [Forms](https://www.smartdreamers.com/convert-forms) [Build lead capture or any other forms, integrated with your ATS.](https://www.smartdreamers.com/convert-forms) ### [Talent Community](https://www.smartdreamers.com/talent-community) [All you need to build a Talent Community, on one platform.](https://www.smartdreamers.com/talent-community) TALENT ANALYTICS ### [Sourcing channels analytics](https://www.smartdreamers.com/sourcing-channels-metrics) [All metrics, from all sourcing channels, in one interface.](https://www.smartdreamers.com/sourcing-channels-metrics) ### [Career pages analytics](https://www.smartdreamers.com/career-page-analytics) [Track candidate behavior on all your career pages.](https://www.smartdreamers.com/career-page-analytics) ### [ATS data tracking](https://www.smartdreamers.com/ats-and-crm-metrics) [Connect SmartDreamers with your ATS to track soucing channels' ROI with precision.](https://www.smartdreamers.com/ats-and-crm-metrics) AUTOMATION ### [CRM](https://www.smartdreamers.com/crm) [Build and nurture relationships with all candidates](https://www.smartdreamers.com/crm) ### [Processes automation](https://www.smartdreamers.com/recruitment-marketing-automation) [Make your talent acquisition ecosystem fully automated](https://www.smartdreamers.com/recruitment-marketing-automation) --- ### [Integrations](https://www.smartdreamers.com/integrations) [Learn how SmartDreamers integrates with your ATS and other tools, creating a streamlined Talent Acquisition process from the first interaction to hiring.](https://www.smartdreamers.com/integrations) Insights [**Blog**](https://www.smartdreamers.com/blog) Insights from the world of recruitment marketing. [**Resources**](https://www.smartdreamers.com/resources) Ebooks, podcasts, and more from the talent acquisition space. [**Help Center**](https://helpcenter.smartdreamers.com/en/) [Advice and answers from the SmartDreamers Product Team](https://helpcenter.smartdreamers.com/en/) **[Building The Ultimate Career Website](https://www.smartdreamers.com/building-the-ultimate-career-website-book)** In and outs on creating the ultimate career website. [![ebook-Oct-12-2023-03-56-43-0425-AM](https://www.smartdreamers.com/hubfs/ebook-Oct-12-2023-03-56-43-0425-AM.jpg "ebook-Oct-12-2023-03-56-43-0425-AM")](https://www.smartdreamers.com/building-the-ultimate-career-website-book) [**Press Release**](https://www.smartdreamers.com/smartdreamers-recognized-in-fosway-9-grid-talent-acquisition) [SmartDreamers Climbs in the 2024 Fosway 9-Grid™ to Potential Leader](https://www.smartdreamers.com/smartdreamers-recognized-in-fosway-9-grid-talent-acquisition) [![Fosway-2024](https://www.smartdreamers.com/hubfs/Fosway-2024.jpg "Fosway-2024")](https://www.smartdreamers.com/smartdreamers-recognized-in-fosway-9-grid-talent-acquisition-2024) Customers [**bp**](https://www.smartdreamers.com/bp-case-study) [Driving talent marketing with the power of AI efficiently and at scale.](https://www.smartdreamers.com/bp-case-study) [![Artboard 2-Oct-15-2025-11-44-54-2499-AM](https://www.smartdreamers.com/hubfs/Artboard%202-Oct-15-2025-11-44-54-2499-AM.svg "Artboard 2-Oct-15-2025-11-44-54-2499-AM")](https://www.smartdreamers.com/bp-case-study) ### [L'Oreal](https://www.smartdreamers.com/case-study-loreal) [Scaling recruitment marketing in over 30 markers across the globe.](https://www.smartdreamers.com/case-study-loreal) [![Artboard 4-Oct-15-2025-11-44-54-2689-AM](https://www.smartdreamers.com/hubfs/Artboard%204-Oct-15-2025-11-44-54-2689-AM.svg "Artboard 4-Oct-15-2025-11-44-54-2689-AM")](https://www.smartdreamers.com/case-study-loreal) [**Johnson Controls**](https://www.smartdreamers.com/johnson-controls-case-study) [How Johnson Controls increased the careers website conversion rate 3.8 times](https://www.smartdreamers.com/johnson-controls-case-study) [![Artboard 5-Oct-15-2025-11-44-54-2280-AM](https://www.smartdreamers.com/hubfs/Artboard%205-Oct-15-2025-11-44-54-2280-AM.svg "Artboard 5-Oct-15-2025-11-44-54-2280-AM")](https://www.smartdreamers.com/johnson-controls-case-study) ### [Infosys](https://www.smartdreamers.com/case-study-infosys) [Transforming talent acquisition without replacing the ATS](https://www.smartdreamers.com/case-study-infosys) [![Artboard 3-Oct-15-2025-11-44-54-1449-AM](https://www.smartdreamers.com/hubfs/Artboard%203-Oct-15-2025-11-44-54-1449-AM.svg "Artboard 3-Oct-15-2025-11-44-54-1449-AM")](https://www.smartdreamers.com/case-study-infosys) [**Read more customers stories**](https://www.smartdreamers.com/customers) Learn how leading global companies are transforming talent acquisition with the SmartDreamers platform. Company [**About us**](https://www.smartdreamers.com/about-us) [Learn how it all good started and how we envision the future.](https://www.smartdreamers.com/about-us) [**Careers**](https://careers.smartdreamers.com/) [Join our journey in building the leading talent marketing solution.](https://careers.smartdreamers.com/) [**Contacts us**](https://www.smartdreamers.com/get-in-touch) [Questions, bug reports, feedback, feature requests - we're here for it all.](https://www.smartdreamers.com/get-in-touch) [**Hiring now**](https://smartdreamers.com/smartdreamers/career-page/job-sales-engineer/182366) [Sales Engineer, Remote.](https://smartdreamers.com/smartdreamers/career-page/job-solution-architect/290077) ![sales-engineer](https://www.smartdreamers.com/hubfs/sales-engineer.jpg "sales-engineer") [**Hiring now**](https://smartdreamers.com/smartdreamers/career-page/job-growth-hacker/190137) [Growth Hacker, Remote.](https://smartdreamers.com/smartdreamers/career-page/job-growth-hacker/190137) ![growth-hacker](https://www.smartdreamers.com/hubfs/growth-hacker.jpg "growth-hacker") [ Login ](https://smartdreamers.com/login) [ Demo ](https://www.smartdreamers.com/demo-request) # 5 Myths About Recruitment Marketing - ![](https://www.smartdreamers.com/hubfs/SD-Logo.jpg) - By [SmartDreamers Team](https://www.smartdreamers.com/blog/author/smartdreamers-team) - • - 4 mins read ![](https://www.smartdreamers.com/hubfs/Artboard%201Blog_Smartdreamers.jpg) Let’s face it: when we think about the job of crafting a company’s public image, we mostly think of traditional marketing aimed at potential customers (and, to an extent, shareholders). What we often fail to think about, on the other hand, is recruitment marketing. No business can succeed without the right people, and competition for top talent is fiercer than ever in many industries—but, in spite of this fact, recruitment marketing often remains an afterthought, playing second fiddle to traditional marketing in terms of resources and perceived value.  There are numerous reasons why this might be the case, but some of the blame can laid at the feet of the numerous myths and misconceptions that surround the world of recruiting. Though we’ll be placing our focus on five myths in particular, there are plenty more out there, many of which warp our views of recruitment marketing and make it difficult for recruiters to do their jobs effectively.  ## 1. You Should Only Advertise When You Have a Position to Fill Our first myth is one of the most pervasive in and out of the world of talent acquisition. Popular wisdom holds that the appropriate time to put out marketing recruitment ads is when you’re actively seeking to a hire a new employee for a particular position. In reality, the most effective recruiters are constantly working to improve their talent pipelines through effective employer brand communication. By building awareness of your employer brand and communicating your employee value proposition (EVP) even when you don’t have a specific role that needs to be filled, you save yourself the trouble of starting the talent acquisition process from scratch each time. Instead of encountering your company’s brand for the first time when you’re actively seeking applicants, potential new hires will have already seen your messaging in the past, and may even have been waiting for a position to open up.   ## 2. It’s All About Salary and Perks  One of the primary reasons that the myth above has remained so pervasive is that it is supported by another myth: the idea that applicants care exclusively about money and benefits. On the contrary, [CareerBuilder](http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?ed=12%2F31%2F2013&id=pr785&sd=10%2F17%2F2013) found that **two-thirds of job seekers would be willing to accept lower pay if a business had an exceptional reputation online** or in the media. In the same study, more than 90% of respondents said that employer brand played at least somewhat of a role in their decision to apply for a particular job. This is why it’s crucial for your message to reach candidates early and often. That way, when it’s time to apply, they already have a sense of how well your company’s values and mission align with their own—two factors that can be just as important as salary.   **3. Lengthy Application Forms Are Useful for Weeding Out Uninterested Candidates ** Depending on your industry, as many as **50-60% of applicants will drop out of your process before completing the initial application**. In the past, recruiters have thought of lengthy or cumbersome application processes as an applicant’s first hurdle for proving their interest and dedication. In point of fact, it’s the opposite: the initial application is the first test that *your business* has to pass in order to differentiate yourselves from other companies. According to another [CareerBuilder report](https://resources.careerbuilder.com/guides/candidate-experience-guide), 78% of job seekers believe that candidate experience is a good indicator of how a company treats its employees. In an era in which high quality applicants can afford to be extremely selective in choosing who to work for, a quicker, more streamlined applicant experience gives a clear signal that you value your applicants' time—reflecting positively on your business and keeping in-demand applicants from abandoning ship.  > In an era in which high quality applicants can afford to be extremely selective in choosing who to work for, a quicker, more streamlined applicant experience gives a clear signal that you value your applicants' time ## 4. The Best Candidates Can Be Found on Traditional Recruitment Platforms This is another misconception that’s closely related to an equally prevalent myth: that the best candidates will find your job listings wherever they are, even if they’re only posted on your website’s career page. While these principles may sometimes hold true for active job seekers, they fail to account for those who, though not actively job seeking, could be convinced to change jobs. At this point you may be thinking, “Why should I focus on those who are not actively job seeking?” Simply put, [only about 20% of the workforce](https://www.coburgbanks.co.uk/blog/attracting-staff/7-common-recruiting-myths-debunked/) is actively job seeking at any given time. Meanwhile, **more than 80% of workers would consider changing jobs if the right offer came around**, meaning that there is always a huge swath of talent that, while not actively searching for a new workplace, would happily switch if they found an employer offering better pay, more benefits, or a stronger culture fit. Though these discontented candidates are out there, they’re unlikely to encounter ads on traditional job platforms like Indeed, and even less likely to see postings on your corporate website. To reach them with your messaging, it’s crucial to go where they are. In the smartphone era, this means social media platforms like Facebook, LinkedIn, Twitter, and others. [68% of American adults](http://www.pewinternet.org/2018/03/01/social-media-use-in-2018/), for instance, use Facebook, and more than 70% of those users check the site every day, meaning that even users who not actively pursuing new employment opportunities have a chance to encounter your corporate brand there.  ## 5. Recruitment Is Just a Numbers Game  It’s easy to adopt this mindset when you’re staring down a mountain of unread job applications, but increasing the number of applicants for a position doesn’t *necessarily *increase your odds of filling that position with the right person. Just because you’ve reached a large number of applicants, doesn’t mean you’ve reached the *right* applicants. For the same reason that traditional recruitment platforms can’t reach all of the best possible talent, ads and listings that are posted on the wrong social media platforms or targeted to the wrong demographics can lead to huge numbers of applicants who would be poor fits for your company. Of course, attracting better (rather than more) candidates is easier said than done, but carefully matching your online recruitment strategy to your industry’s prevalent demographics can go a long way.   - [Facebook](https://www.facebook.com/sharer/sharer.php?u=https://www.smartdreamers.com/blog/5-myths-about-recruitment-marketing) - [Twitter](https://twitter.com/intent/tweet?text=https://www.smartdreamers.com/blog/5-myths-about-recruitment-marketing) - [Linkedin](https://www.linkedin.com/shareArticle?mini=true&url=https://www.smartdreamers.com/blog/5-myths-about-recruitment-marketing) ### What to read next [![](https://www.smartdreamers.com/hubfs/Blog_SmartdreamersArtboard%206.png) ](https://www.smartdreamers.com/blog/applicant-experience-candidates) - [**Employer Branding**](https://www.smartdreamers.com/blog/tag/employer-branding) ### [Is Your Applicant Experience Costing You Qualified Candidates?](https://www.smartdreamers.com/blog/applicant-experience-candidates) - By SmartDreamers Team - • - 3 mins read [![](https://www.smartdreamers.com/hubfs/Blog_SmartdreamersArtboard%208.png) ](https://www.smartdreamers.com/blog/employer-brand-social-media) - [**Social Recruiting**](https://www.smartdreamers.com/blog/tag/social-recruiting) - [**Automation**](https://www.smartdreamers.com/blog/tag/automation) ### [How to Amplify Your Employer Brand on Social Media](https://www.smartdreamers.com/blog/employer-brand-social-media) - By SmartDreamers Team - • - 3 mins read [![](https://www.smartdreamers.com/hubfs/Blog_SmartdreamersArtboard_Artboard%2037.jpg) ](https://www.smartdreamers.com/blog/applicant-experience-talent-pipeline) - [**Candidate Journey**](https://www.smartdreamers.com/blog/tag/candidate-journey) ### [How Applicant Experience Affects Your Talent Pipeline](https://www.smartdreamers.com/blog/applicant-experience-talent-pipeline) - By SmartDreamers Team - • - 3 mins read ### Stay up to date with the latest news and articles in recruitment marketing