Everyone has their idea of the perfect candidate. Companies are often on the lookout for a candidate who ticks all of the boxes and will slide seamlessly into a position with as little difficulty as possible. Sounds great in theory, but reality shows that perfect candidates don’t come along as often as you think, and organisations often need to be willing to make a few compromises on order to fill the vacancy.

Here are 5 ways to help you rethink the way you look for talent:

Years of Experience aren’t everything

Ever seen a position that asks for 2 or more years experience for an entry level position? Odds are you’re going to scare a lot of perfectly capable college graduates away because they feel like they can’t meet your expectations for a role. How anyone can expect a recent graduate to have all of the necessary experience for a role can be quite ludicrous – especially when they are full of enthusiasm, new ideas, and in some instances more up to date knowledge than the person who is in charge of hiring them. By looking for candidates who offer potential to engage with your organisation and develop their skills you will find that they can be worth much more to your organisation than you originally think.


Offer Flexibility on the Job Description

So you’ve written down a long list of the various responsibilities that newcomer in the organisation will be expected to cope with. You get a handful of applications, but either no one can meet all of the qualifications or the ones that do are probably over-qualified.

Just because some candidates have not fulfilled all of the criteria on a job application, does not mean that they are not capable of doing so. Instead of instantly dismissing their application you need to ask yourself – could they do the tasks and do they fit into the organisation culture – with the latter considered in some instances just as important as aligning a candidate’s skills to a job.

Don’t Isolate the Recruitment Process

Due to growth or other factors, your hiring process may be limited to just one person which can cause a bit of confusion for both parties. For the candidate, they only meet one person which makes it difficult for them to determine whether they feel that they would fit in and work well among other employees irrespective of what the recruiter thinks. For the organisation, there are many advantages to keeping senior-level members involved to some extent – once unsuitable candidates are screened out, they will be able to gain an understanding of the candidate’s emotional intelligence and whether they see potential for future prospects within the organisation.

Keep Looking to Improve your Culture

It’s one thing to convince someone to walk through your doors for the first time. It’s quite another to keep them coming back time and time again. Don’t be afraid to make changes to keep up to date with the latest ins and outs of wellbeing for your employees. Think beyond fiscal benefits – how can you provide an environment for employees that helps to foster growth and increase their connectivity with your organisation. Some of the more popular options include:

  • Tuition reimbursements / development courses
  • Remote working options and flexibility
  • Gym memberships and wellness programs
  • Company outings
  • Social office environment

Promote Diversity

This one is nothing new to the recommendations of running a successful business but should still be mentioned nonetheless. Every person has their own unique skills set and perspective which they will bring to the table – not understanding how to deal with diversity in a workforce can lead to growth stalling and an organisation struggling to find new ideas.


Of course, there is no ‘one size fits all’ approach to attracting the best talent in the market – a firm’s success will vary depending on the complexity and cost of their initiatives and need to decide what the best course of action for their own business. That being said, it is an organisation’s responsibility to make sure that they keep up to date with the latest candidate insights if they really want to draw people to their organisation.