The job market is challenging right now, and there’s no shortage of advice on how to land a role. Unfortunately, not all of it stacks up. Some of the same confusing messages and assumptions continue to circulate – perhaps shared by well-meaning friends, pulled from outdated forums, or resurfacing in the occasional, badly aged LinkedIn post. As a Lead Candidate Manager, I’ve heard them all. That’s why in this blog I’ll set the record straight on five common recruitment myths, and what you can be doing instead.
Myth 1: Your CV Should Be One Page, Two Pages Max
Busted: For tech roles, the right length depends on your level, and it’s probably longer than you think.
The one-to-two-page rule has been doing the rounds for decades, and it made sense once upon a time. In industries where a CV was a brief introduction before a face-to-face conversation, keeping it tight was the right approach.
Tech roles in 2026 are different. Hiring managers need to fully understand the projects you’ve delivered, your tech stack, the environments you’ve worked in, and the context behind your experience. A CV that’s been squeezed to fit an arbitrary page limit doesn’t necessarily read as ‘efficient’, it can read as thin or light on detail.
A useful rule of thumb I suggest based on your level of experience: Junior to intermediate candidate? Aim for two to three pages. Senior professional or contractor? You can reasonably aim for three to five. If you’re cutting genuinely relevant content just to hit a page target, you’re cutting too much. On references: there’s no need to list them on your CV. ‘Available on Request’ is all you need, and it frees up valuable space for the experience that gets you in the door.
Myth 2: It’s Fine to Use An AI-Generated CV
Busted: Use AI as a tool, not a ghostwriter.
AI has genuinely useful applications in the job search process. For example, it’s a good tool to help with structuring your thoughts, to tighten up formatting or for doing a thorough proof-read. But handing the wheel entirely over to an AI and submitting what it produces is a different story.
Recruiters are seeing a significant increase in fully AI-generated CVs and cover letters, and it’s still fairly easy to spot them! A CV that reads like it was written by a language model won’t stand out in the way you’re hoping, and most importantly, it won’t sound like you. Let your personality come through in your application.
Use AI to support the process by all means, but keep your language natural, and let the real you show up on the page.
Myth 3: A Photo Makes Your CV More Memorable
Busted: Leave it off, no photos required.
It’s an understandable instinct: putting a face to a name feels humanising, and in some European countries, including a photo on your CV is often standard practice. There is a view that it signals confidence and professionalism, and helps you stand out in a pile of applications.
The reality, however, is that photos can introduce unconscious bias into the hiring process, and good employers know it. Before a single line of your experience has been read, a photo creates an impression based on factors that have nothing to do with your ability to do the job. Keeping your CV free of your likeness keeps the focus exactly where it belongs: on your skills and experience.
Myth 4: Cover Letters Are Optional
Busted: A good cover letter can be the difference between getting called for an interview, or receiving a thanks-but-no-thanks.
This is one of the most significant mistakes I see candidates make, and it’s a costly one. Treat it as your secret weapon, not a box to tick. A great cover letter does things the CV is not designed to do. It’s where you get the chance to explain why this role and this organisation are what you are looking for, and why YOU are the right choice for the employer. This is especially true for permanent roles where cultural fit, and genuine motivation, are a big consideration for hiring managers. The letter doesn’t need to be long, but it does need to be tailored to the role. Head to our website for tips on crafting a great one!
Myth 5: Cast A Wide Net and Apply for Everything
Busted: Targeted beats scattergun, every time.
There’s a tempting logic to volume applying, particularly when you’re keen to make a move and the job boards are full of kind-of-suitable options. But I always say, better to be in the top 5 for five roles than in the top 50 for fifty roles.
Generic applications are easy to spot, and not in a good way. Hiring managers and recruiters notice the difference between someone who has done their research, and someone who has hit send on the same application thirty times. When the CV is generic, and the cover letter could have been written for any role, at any company, it can signal something about how you’d approach the job itself. Bespoke applications take more time and effort, but ultimately this will put you in a stronger position.
A Final Word
Getting the fundamentals right matters more than ever in the 2026 job market. With application volumes on the rise, it’s not always the most experienced candidates who stand out. It’s the ones who take the time to present themselves well (and avoid those all-too-common myths we’ve just busted).
If you’re not sure where to start, or you’d like some straightforward advice, get in touch with the team at Absolute IT. We’re here to help.
