The Search for the Perfect Candidate: A Call for Empathy and Realism in Hiring

As a professional in human resources and recruitment for many years, I have seen how frustrating it can get for the employer and applicant at times. We all understand that companies have certain standards and expectations and specific qualifications required for roles they are looking to fill. However, this is an unsettling trend that has become the norm in the field of recruitment, and it needs to be addressed.

An ideal world would see each and every candidate walking through our doors or applying online match, spot on to all that we ask for. That is far from reality, however. Where applicants walk in with perfect qualifications or nearly perfect qualifications for the position, their compensation invariably ends up being low, and they feel undervalued. But where applicants possess great capabilities and are just one short piece of what we think we need, they are rejected.

And thus the vicious circle continues going round and round.

The Soul Torture of the Modern Applicant

The position has become the win-win nightmare for most qualified applicants. When they surpass the requirements, they are presented with salary packages that do them injustice and thus away they go. When they fall one or two minor requirements, they get outright rejections. Where, then, do such applicants go? Where do they stand in a system that seeks to demand absolute perfection yet is not willing to reward it?

That is not only frustrating for the applicants but also discouraging. Talented people, who have a lot of potential to bring into an organization, are caught in a place where they feel they can neither win nor prove themselves.

The "Perfect Candidate" Is a Myth

It is time to be honest about our expectations as employers, hiring managers, and recruiters. There just is no "perfect" or "nearly perfect" candidate. Every professional has their own unique blend of strengths, experiences, and yes, areas of improvement. But in pursuit of that elusive candidate who checks every box, we risk missing out on the value of someone who is imperfect but extremely capable.

We are living in a world that thrives on innovation, creativity, and learning. So, hiring a person who has room for growth is not risk; it's opportunity. An opportunity for that person to grow into a role through proper mentorship and guidance. Ultimately, leaders are not hiring people for the mere execution of tasks, but they are hiring future professionals who can learn and evolve up to the level of becoming leaders themselves.

The Role of Leaders in Shaping Talent

This leads me to one key point: Leadership. Simply giving orders and expecting flawless execution from day one is definitely not the job of a leader. The role of a leader is more directly that of a mentor: guiding, helping, and providing their teammates with what they need to do well.

If we continue in that mindset of only "ready-made" professionals deserve a chance, then we miss that critical piece of what leadership is all about. The best leaders I have met are not just those hiring perfection but those who recognize talent and potential and then work to hone it. Leaders invest in their people, knowing slight skill gaps can be crossed if the right environment and support are in place.

Call to Action

We're not saying that we should lower our standards. What we are saying is that I'm calling for compromise in the recruitment process: be realistic and empathetic.

We should be prepared to accept small imperfections of the candidate and view these as areas that may grow. We should focus on the realization that every applicant who approaches us is not an employee waiting in the wings but a human being with aspirations, talents, and potential areas of growth. By focusing on the idea of potential and not perfection, we also open the door to diverse professionals who can bring new and diverse perspectives to our organizations.

So, great recruiters, hiring managers, and employers, let's ask you: Let's change our perspective. Let's understand that a slight gap of skill or experience should not be a challenge for not shortlisting a particular candidate. Instead, this could be an opportunity for mentorship, growth, and success. Hence, we will not only have a better balanced and fair hiring process but also make sure that our teams are strengthened with eager learns, contributors, and growers.

After all, we're not hiring employees, but shaping futures.

This is a reminder to each each of us that hiring is not about filling a void or the right person to fit a slot. Instead, it is an area for finding and growing talent. If we are going to build stronger, better teams, then we have to approach the concept of hiring with an air of humility that says the "perfect" candidate does not exist—and that's okay. The real value lies in who that person might become with guidance.