The Quirky Side of Recruitment

As a recruiter, I've encountered my fair share of peculiar requests and unrealistic expectations from clients. You’d be surprised at what some companies think they can demand when searching for the “perfect” candidate. Let’s dive into some of these weird requests and the lessons learned along the way.

“I Want a Unicorn!”

You know that mythical creature we all dream of? Well, in the recruiting world, it’s often the “unicorn” candidate. Picture this: A startup reaches out, asking for a software engineer who can code in five languages, lead marketing campaigns, graduated from Ivy League, have experience in handling big projects, and have at least 5 years of leadership experience—all while being under 30 years old & who's willing to be paid below IDR 15 juta.

When I gently suggested that this “unicorn” might not actually exist, they seemed shocked. But here's the kicker: after months of searching and presenting candidates who fit parts of their impossible checklist, we finally found someone who was a fantastic coder and had some marketing chops. However, they were in their 40s and their JD Requirement says, "maximum age is 38 years old".

The Perfect Culture Fit: A Double-Edged Sword

Every client wants their new hires to mesh perfectly with their existing team. While I get it—team dynamics matter!—I've seen this request morph into a quest for clones. I once had a tech company adamant about hiring salespeople who mirrored their top performer’s personality and background.

While I presented a diverse slate of candidates, the client was hesitant. They were so focused on finding “mini-mes” that they nearly overlooked some brilliant talent. Eventually, they learned that a mix of experiences and perspectives can be a game-changer.

According to a study from Harvard Business Review, diverse teams are 35% more likely to outperform their competitors. Embracing diversity isn’t just nice to have; it’s essential for growth.

“I Need to See 100 Candidates!”

Ah, the numbers game. I had a client once who insisted on reviewing at least 100 resumes for a mid-level marketing position. They thought that the more options, the better the selection. But guess what? This approach often leads to decision fatigue.

After presenting 15 top-notch candidates, they still wanted more. I reminded them that my job is to screen and shortlist—not to drown them in resumes. Once we focused on quality, they finally found an ideal candidate from that original shortlist.

Research shows that hiring managers typically make a decision within the first five resumes they review. Sometimes less truly is more.

The Instant Gratification Myth

In today’s fast-paced world, clients often expect immediate results, especially for critical roles. I once had a client reach out in a panic after losing a key employee, expecting to fill the role within a week.

After a thorough search and multiple rounds of interviews, we found a great candidate—but it took a month. Initially, the client was frustrated, but they eventually appreciated the thorough process. It reminded them that good talent requires time and patience.

The average time to fill a position is about 42 days, according to Glassdoor.

Rushing the process can lead to poor hiring decisions.

Salary Expectations: The Great Divide

Let’s talk about salary. Clients often have expectations that don’t align with market realities. I once worked with a tech company looking for a data scientist with ten years of experience and advanced degrees—all while offering an entry-level salary.

After some serious discussions about market rates, they adjusted their offer, and we filled the position with an amazing candidate.

According to PayScale, 70% of employees would be more likely to stay at a company that pays them fairly. Understanding market rates is crucial to retaining talent.

Recruiting isn’t just about filling positions; it’s about partnership and understanding the needs of both clients and candidates. While some requests might be amusing or bizarre, they highlight the importance of open communication and setting realistic expectations.

Plus, it's more fun to find the missing pieces for one's company.

By focusing on quality over quantity, valuing diverse experiences, and aligning salary with market realities, we can foster better hiring outcomes.

Me and my team have filled strategic company roles within very short period of time, we focus on finding the right candidate that will bring the company forward, while ensuring their culture fits. Curious to know more? Let's chat.

As an HR, or people who work in recruitment, have you experienced any strange requests or unrealistic expectations from the users in your recruitment journey?

Share your stories in the comments!