Are Job Requirements a Needs List or a Wishes List?

When we approach job requirements, the question often arises: do these lists represent a strict set of needs, or are they more like an aspirational wishlist? In reality, the answer is somewhere in the middle. Job requirements are a benchmark for the necessary qualifications needed to perform a role, with some flexibility for candidates who may not have perfectly aligned experience.

Understanding the Breakdown of Job Requirements

Typically, job requirements fall into two categories: mandatory and flexible. About 70-75% of the listed criteria are mandatory, meaning they are non-negotiable elements that the candidate must possess. The remaining 20-25% is more flexible, providing room for candidates with less experience to still apply.

Michael, a seasoned recruiter, shares, "I've hired people in the past who, although may not have done exactly what we needed them to do, their experience has allowed them to convert quite easily." This example demonstrates that having relevant experience or transferable skills can often make up for small gaps in a candidate's background.

Job Requirements vs. Wishes

While job requirements aim to outline the essential competencies needed for the role, they can sometimes come across as wishful thinking. For instance, some job ads ask for five years of experience in brand new programming languages, which can be unrealistic. Employers need to be more realistic in their expectations, focusing on the core skills that can be demonstrated during the hiring process.

A recruiter might emphasize, "What the recruiter is looking for is someone 'that can code a binary,' not just someone who is familiar with multiple programming languages." This approach ensures that the job requirements are grounded in practical, real-world needs rather than theoretical aspirations.

The Impact of Inflexible Job Requirements

In some cases, overly stringent job requirements can lead to a dearth of suitable candidates. Candidates who do not meet 70% of the listed qualifications often apply for roles they cannot realistically perform. This not only wastes time for both the candidate and the employer but also increases the overall hiring cost due to potential additional training or onboarding expenses.

Michael further explains, "Rarely will an organization choose someone without sufficient experience over someone who has the appropriate experience unless it's for a graduate or entry-level position." This highlights the importance of setting realistic expectations and recognizing the value of transferable skills and experience.

Job Requirements as a Recruitment Tool

Job requirements play a crucial role in filtering candidates and setting clear expectations. They serve as a benchmark for measuring the value of a candidate's resume. However, job descriptions should be carefully crafted to balance the need for essential skills with flexibility for candidates who may have gaps in their experience but strong potential to succeed in the role.

Recruiters should also aim to use job requirements as a tool to attract candidates who genuinely align with the company's interests and culture. This can lead to a more successful hiring process and a higher probability of long-term success for both the employee and the organization.

In conclusion, job requirements should be seen as a needs list with a touch of aspirational elements. By striking the right balance, organizations can attract the right candidates, reduce hiring costs, and ensure the best possible fit for their teams.